企業(yè)人力資源管理人員(編輯修改稿)
2025-05-05 11:09 本頁面
【文章內(nèi)容簡介】 objectives. 9. The second step in trainingneeds assessment is ______ which involves reviewing the job description and specification. 10. A modest level of stress may even lead to more ______ if a petitive situation results in new ideas being generated. Answer: 1. F 2. D 3. B 4. I 5. A 6. E 7. H 8. J 9. C 10. G 三、單項(xiàng)選擇（每題3分， 共30分。） who contribute to the job analysis process include the following, except for the: A. stockholder B. job analyst C. employees D. supervisor suitability of college graduates for technical and managerial positions often depends on their: A. dental records B. ethnic background C. religious belief D. major field of study statement of the knowledge, skills, and abilities required to perform a job is a: A. job requirement B. job specification C. job position D. job objective extent to which two or more methods yields similar results or are consistent is referred to as: A. validity B. reliability C. truth D. similarity selection procedure usually begins with: A. employment tests B. a medical examination C. a supervisory interview D. pletion of an application form 6. The primary reason organizations train new employees is to: A. increase their knowledge, skill, and ability level B. help trainees achieve personal career goals C. ply with government regulations D. improve the work environment 7. Research has shown that performance appraisal are used most widely as a basis for: A. transfer B. criticism C. assessment centers D. pensation decisions is remended that a diagnosis of poor employee performance focus on all of the following except: A. skill B. personality C. effort D. external conditions evaluation systems provide for internal equity and serve as the basis for: A. wagerate determination B. job analysis C. training plan D. career plan of the following are mon causes of workplace stress except: A. excessive job pressures B. high workloads C. disagreements with managers D. empowerment ANSWER: 四、閱讀理解（每題3分， 共30分。） （一） There is no standard format you must use in writing a job description, but most descriptions contain sections on: job identification, job summary, relationships、responsibilities、and duties, authority of incumbent, standards of performance, working conditions, and job specifications. An example of a job description is presented in the following figure. Sample Job Description Job Title: Supervisor of Data Processing Operations Status: Exempt Job Code: Date: June 3, 2003 Plant/Division: Olympia, Inc.–Main office Written By: Arthur Allen Section: Data ProcessingSystems Approved By: Juanita Gates Level: 12 Points: 736 Pay Range: $16,760 – $20,760 Title of Immediate Supervisor: Manager of Information Systems Job Summary – Directs the operation of all data processing, data control, and data preparation requirements. Job Duties: 1. Follows broadly based directives. (a) Operates independently. (b) Informs Manager of Information Systems of actives through weekly, monthly, and / or quarterly schedules. 2. Selects, trains, and develops subordinate personnel. (a) Develops spirit of cooperation and understanding among work group members. (b) Directs training involving teaching, demonstrating, and/or advising users in productive work methods and effective munications with data processing. 3. Reads and analyzes a wide va
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