【正文】 6. Which of the following isn’t a form of performancebased pensation?A. piecerateB. profitsharingC. minimum wageD. lumpsum bonuses下面哪一個(gè)不是以績(jī)效為基礎(chǔ)的薪酬方式：最低工資。9. The two principal criteria for determining promotions areA. seniority and salary B. knowledge and skillsC. seniority and knowledgeD. merit and seniority決定晉升的兩個(gè)最主要的標(biāo)準(zhǔn)是：績(jī)效和資歷。7. Which of the following is not a phase of a system model of training?A. needs assessmentB. motivation assessmentC. program implementationD. evaluation下面哪一個(gè)不是培訓(xùn)系統(tǒng)模型的一個(gè)步驟：動(dòng)機(jī)評(píng)估。6. The selection procedure usually begins withA. employment testsB. a medical examinationC. a supervisory interviewD. pletion of an application form甄選過(guò)程通常開始與：候選人填完求職申請(qǐng)表。6. Which of the following pensation systems does not focus employee efforts on outes that are beneficial to both themselves and the organization as a whole?A. profitsharing plansB. employee stock ownership plansC. hourly based pay systemsD. skillbased pay systems下面哪個(gè)薪酬體系沒(méi)有關(guān)注那些既對(duì)員工自己又對(duì)組織有利的績(jī)效結(jié)果：小時(shí)工資制。4. In most instances, who is in the best position to perform the function of appraising an employee’s performance?A. someone from the HR departmentB. the employee’s supervisorC. the employeeD. coworkers大多數(shù)情況下，要考評(píng)一個(gè)員工的績(jī)效，誰(shuí)最有發(fā)言權(quán)：該員工的上級(jí)主管5. The process of determining the relative worth of jbs in order to determine pay rates for different jobs is known as_____A. job determinationB. job diagnosisC. job analysisD. job evaluation通過(guò)決定一個(gè)崗位的相對(duì)價(jià)值以此來(lái)確定工資級(jí)別的過(guò)程稱為：工作評(píng)價(jià)6. Profit sharing refers to any procedure by which an employer pays employeesA. an incentive based on their meritB. an incentive based on larbor cost savingsC. a bonus based on the overall productivity of their particular work groupD. current or deferred sums based on the organization’s financial performance利潤(rùn)分享指的是：雇主根據(jù)組織的財(cái)務(wù)表現(xiàn)向員工發(fā)放當(dāng)即或延期的獎(jiǎng)金。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?cè)诳?jī)效考核時(shí)如果沒(méi)有犯效標(biāo)不足的錯(cuò)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 responsibilityB. mental ability, skill, and responsibilityC. knowledge, mental ability, and responsibilityD. knowledge, mental ability, and accountability海氏評(píng)價(jià)法使用以下哪三個(gè)因素來(lái)評(píng)價(jià)崗位：知識(shí)、腦力能力、責(zé)任心7. Which of the following is not an important ponent of a meaningful gainsharing plan?A. establishing fair and precise measurement standardsB. ensuring that bonus payout formulas are easy to calculateC. ensuring that bonus payouts are large enough to encourage future employee effortD. depending on top management to develop the gainsharing program下面哪個(gè)選項(xiàng)不是一個(gè)有意義的收益分享計(jì)劃的重要組成部分：依靠高層管理層來(lái)開發(fā)收益分線計(jì)劃8. Giving employees more control over decisions about who their coworkers will be is known as ______A. empowered selectionB. collaborationC. team selectionD. group development給與員工更多權(quán)力來(lái)選擇他們的合作伙伴，這種方式稱為：團(tuán)隊(duì)選擇9. Which of the following is a technique used to elicit employee views in order to make decisions and initiate change?A. suggestion systemB. downward municationC. attitude surveyD. empowerment下面哪種技術(shù)能夠得知員工的觀念以此來(lái)做決策和發(fā)起變革：態(tài)度調(diào)研10. Assessing the degree to which what employee learned during the training program is translated into enhanced employee performance is known as _____A． results evaluationB． reaction evaluationC． behavior evaluationD． learning evaluation評(píng)估員工在培訓(xùn)項(xiàng)目中學(xué)到的有多少程度轉(zhuǎn)化為更高的績(jī)效，這種評(píng)估稱為：行為評(píng)估。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(shí)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(lái)幫助他們到社會(huì)上再找到份工作，這種服務(wù)稱為再就業(yè)咨詢。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(cè)試管理的基礎(chǔ)。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(jí)，這種操作稱為：扁平化。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(diǎn)：討厭出差。7. The totalquality HR paradigm would likely emphasize all of the following exceptA. crossfunctional trainingB. team/groupb