【正文】 7. The totalquality HR paradigm would likely emphasize all of the following exceptA. crossfunctional trainingB. team/groupbased rewardsC. autocratic leadershipD. customer and peer performance reviews人力資源基本理論強(qiáng)調(diào)下面的事項，除了：專制來領(lǐng)導(dǎo)風(fēng)格。2. A process in which individuals are evaluated as they participate in a series of situations that resemble what they might be called upon to handle on the job is known as a/anA. Management training seminarB. Executive development programC. Inbasket exerciseD. Assessment center讓員工參與到一些場景中，其中很多事與員工日后工作的內(nèi)容很相似，這種方法稱為：評價中心。7. All of the following are prevalent reasons for failure among expatriates exceptA. a spouse’s inability to adapt B. a manager’s personalityC. inability to cope with larger responsibilitiesD. distaste for travel下面都是一些常見的外派雇員工作不勝任的原因，除了一點：討厭出差。10. Which of the following is not an approach used by organizations to try to lower labor costs?A. downsizingB. outsourcingC. productivity enhancementsD. employee development下面哪一個不是組織用來降低勞動成本的方法：員工開發(fā)1A 2D 3C 4B 5D 6B 7D 8B 9B 10D1. An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a_____A. puter interviewB. panel interviewC. situational interviewD. nondirective interview在一場面試中，求職者被給與了一個假設(shè)的事件，并且被提問如何因?qū)?，這樣的面試稱為：情景性的面試。1B 2A 3A 4A 5B 6D 7D 8C 9C 10C1. Eliminating what are deemed to be unnecessary layers of management and supervision is know asA. delayeringB. downsizingC. rightsizingD. benchmarking消除組織當(dāng)中那些被認(rèn)為是不必要的層級，這種操作稱為：扁平化。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 ______A. person analysisB. demographic analysisC. individual analysisD. group and individual analysis當(dāng)我們判斷員工的任務(wù)表現(xiàn)是否能被接受，以及分析個人和團(tuán)隊的特征是否能被放入培訓(xùn)環(huán)境。10. Job ______ form the basis for the administration of applicable employment testsA. outlinesB. specificationsC. requirementsD. details工作規(guī)范組成了雇傭測試管理的基礎(chǔ)。1. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as A. job enlargementB. transferC. promotionD. job rotation把一個員工放在另外的崗位上，以此獲得更高的薪酬和地位，這種方式稱為晉升2. Key jobs have all of the following characteristics exceptA. they are important ot employees and the organizationB. they vary in terms of job requirementsC. they are used in salary surveys for wage determinationD. they are likely to vary in job content over time關(guān)鍵崗位包含下面所有的特征除了這一點：他們的內(nèi)容隨時間會改變3. A process that goes beyond TQM programs to a more prehensive approach to process redesign is known as A. job redesignB. process redesignC. reengineeringD. rightsizing某一個通過全面質(zhì)量管理來達(dá)到重新設(shè)計企業(yè)運作流程的方法稱為：業(yè)務(wù)流程再造4. The job specification describes job requirements relative to A. skill and physical outputsB. skill and physical demandsC. age and physical demandsD. experience and physical description工作規(guī)范描述了相關(guān)于技能和身體方面的要求5. When determining where training emphasis should be placed, an examination of the goals, resources, and environment of the organization is known asA. task analysisB. organization analysisC. resource analysisD. skills analysis當(dāng)我們決定要把培訓(xùn)重點放在哪里的時候，我們要對組織的目標(biāo)、資源、環(huán)境進(jìn)行測量，這種測量稱之為組織分析6. The job evaluation system in which specific elements of the jobs to be evaluated are pared against similar elements of key jobs within the organization is known asA. the point methodB. job rankingC. the parison methodD. the Hay profile method有一種工作評估體系，在該體系中，我們把某個崗位的特定要素與關(guān)鍵崗位的類似要素比較一次來做判定，這種評估體系稱為比較法。9. Sometimes organizations provide services to terminated employees that help them bridge the gap between their old position and a new job. These services are know as A. downsizing programsB. “headhunting” assistance programsC. Outplacement assistanceD. Employee assistance programs(EAPS)有時候組織為那些已經(jīng)被終止了雇傭關(guān)系的員工提供服務(wù)來幫助他們到社會上再找到份工作，這種服務(wù)稱為再就業(yè)咨詢。2. The performance evaluation approach which pares each employee with every other employee and rates each as either the superior or the weaker member of the pair is known as A. the paired parisonB. the individual rankingC. the group order rankingD. critical incidents有一種績效評估的方法，在這種方法里我們把某一個員工的績效和每一個其他人比較，能得出更好還是更差，這種方法稱為：配對比較法。5. 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 employee’s responsibilitiesC. individuals tend to maintain a certain level of performance over timeD. factors outside the employee’s control can influence performance我們在績效考核時如果沒有犯效標(biāo)不足的錯誤，意味著所有的標(biāo)準(zhǔn)覆蓋了員工所有的責(zé)任6. The Hay profile method uses which three factors for evaluating jobs?A. knowledge, skill, and respons