助理专业英语样题3

一、翻译题（1至15题，每题2分，共30分，请将下 面的英语译成汉语，汉语译成英语。）： 1. Behavior modeling——行为模拟 2. Compensable factors——报酬要素

3. Electronic performance support system (EPSS) ——电子绩效支持系统

4. Feedback——反馈

5. Internship programs——实习计划 6. Job classification system——工作分类法 7. Mediation——调解

8. On-the-job training（OJT）——在职培训 9. Peer appraisal——同事评估

10. Psychological contract——心理契约 11. 培训——Training 12. 津贴——Perquisites 13. 工作结构——Job structure 14. 计时工资制——Hourly work 15. 职业支持——Career support

得分二、选词填空题：（16至25题，每题2分，共20分，请将 框中最恰当的答案以相应的字母填入括号中） A. careers

B. arbitration C pay levels D. apprenticeship E.employment agencies F. alternative

G. benefit package H. recruiting I. contract J. training

16. The quality of a firm’s （H ）process had a big impact

on what candidates thought of the firm.

17. Private（E ）are important sources of clerical, white-collar, and managerial personnel.

18. At Xerox, unionized hourly workers over 55 with 15 years of service and those over 50 with 20 years of service can bid on jobs at lower stress

and lower （C ）if they desire so.

19. People also leave organizations voluntarily to further their（A ）, get more money or move away from the district.

20. Outplacement is about helping redundant employees to find （F ）work.

21. Three types of third-party interventions are used to overcome an impasse: mediation, fact-finding, and （B ）.

22. Approximately half of the German youth between the ages of 15-18 are enrolled in （D ）programs.

23. Terms of employment tend to be very technical and are governed by a

（I ）that spells out exactly what each side will do for the other.

24. Salary and （G ）tend to be secret, so no one knows what anyone else

is receiving.

25. Every year the company selects dozens of junior managers and young employees to attend universities in order to undertake （J ）programs, even degree courses.

得分三、单项选择题：（26至35题，每题2分，共20分，请将 最恰当答案前的字母填入括号中）

26. All of the following are basic skills needed for successful career management except （D ）.

A. developing a positive attitude

B. establishing goals

C. adopting the mindset of your superiors

D. putting responsibility for your career in the hands of your supervisor

27. Which training method focuses upon learning at the affective level?（A ） .

A. sensitivity training B. apprenticeship training C. intercultural motivation D. multilingual training

28. A total-quality paradigm tends to emphasize which of the following

facets of organizational training efforts?（B ）. A. job-related skills B. cross-functional skills C. functional, technical skills D. a narrow range of skills

29. Performance appraisal methods can be broadly classified as either（B ）, （）, or（）approaches.

A. trait, behavioral, judgmental B. trait, behavioral, results C. behavioral, judgmental, results D. behavioral, judgmental, attitudinal

30. When managers talk about “going global” they have to balance

a complicated set of issues that include all of the following except（D ）.

A. geographical differences B. cultural differences C. legal differences

D. personal differences

31. The selection procedure usually begins with （D ）. A. employment tests B. a medical examination C. a supervisory interview

D. completion of an application form

32. It is recommended that a diagnosis of poor employee performance focus on all of the following except （B ）.

A. skill B. personality C. effort

D. external conditions

33. When employees receive a higher rate of pay for all of their work if production exceeds a standard level of output, under which incentive plan are they working?（A ）.

A. differential piece rate B. standard piece rate C. exception bonus rate D. individual rate pay

34. Cultural environment includes all of the following except（C ）.

A. education/human capital B. values/ideologies C. corporate structure D. religious beliefs

35. Conducting job analysis is usually the primary responsibility of

the （D ）. A. job incumbent B. line supervisors

C. accounting department D. HR department

得分四、阅读理解：（36至45题，每题3分，共30分，阅读下列

文章并回答问题，请将正确答案以相应的字母填入括号中。） （一）

Many promotable candidates are originally hired through college recruiting. This is therefore an important source of management trainees, as well as of professional and technical employees.

There are two main problems with on-campus recruiting. First, it is relatively expensive and time-consuming for the recruiters. Schedules must be set well in advance, company brochures printed, records of interviews kept, and much recruiting time spent on campus. Second, recruiters themselves are sometimes ineffective, or worse. Some recruiters are unprepared, show little interest in the candidate, and act superior. Many recruiters also don’t effectively screen their student candidates. For example, students’ physical attractiveness often outweighs other more valid traits and skills. Some recruiters also tend to assign females to “female-type” jobs and males to “male-type” jobs. Such findings underscore the need to tr ain recruiters before sending them to the campus.

You have two goals as a campus recruiter. Your main function is screening, which means determining whether a candidate is worthy of further consideration. Exactly which traits you look for will depend on your specific recruiting needs. Traits to assess include motivation, communication skills, education, appearance, and attitude.

While your main function is to find and screen good

candidates, your other aim is to attract them to your firm. A sincere and informal attitude, respect for the applicant as an individual, and prompt follow-up letters can help you to sell the employer to the interviewee.

36. College recruiting is an important source of the following people except （B ）.

A. management trainees B. management trainers C. professional employees D. technical employees

37. Which of the following isn’t the weakness of college recruiting? （D ）.

A. It is relatively expensive. B. It is relatively time-consuming. C. It is sometimes ineffective. D. Its main function is screening.

38. According to the passage, goals of a campus recruiter include the following except（C ）.

A. screening

B. determining whether a candidate is worthy of further consideration

C. printing company brochures D. attracting candidates to your firm

39. According to the passage, the author might most likely agree that（A ）.

A. College recruiting can find and screen many good candidates.

B. There is no problem with college recruiting.

C. It is unnecessary to train recruiters before college recruiting.

D. It isn’t the goal of a campus recruiter to sell the employer to

the interviewee.

40. This passage mainly discussed （A ）. A. the problems and goals of college recruiting B. the problems of college recruiting C. the goals of college recruiting D. the methods of college recruiting （二）

The managerial grid training as developed by Blake and his colleagues consists of a simple diagnostic framework provided to members to aid them in descr ibing one another’s behavior.

The basis philosophy of grid training is that the task of the individual manager is to achieve production through people. In achieving this task, the manager

has to show concern both for productivity and people. Blake suggests that managers can be characterized by their location on a two-dimensional grid, the managerial grid--one axis of which is labeled concern for production and the other concern for people. Each axis is a scale with nine points and so the location of a manager on the grid can be specified by two coordinates. The five principal managerial styles as described in Blake’s grid are:

1 Improved management--exertion et minimum offer to get done the work required to maintain membership of the organization.

2 Task management where a person is high in task efficiency but low in human satisfaction.

3 Team management--high task achievement from committed people. Production is achieved by the integration of

task and human requirements into a unified system.

A grid seminar is used to teach each participant to see his or her managerial style. Trainees are first familiarized with grid language and theory and then work in groups through a series of exercises and case problems that allow each individual to exhibit management style. This behavior then becomes the object of feedback. Trainees acquire skills in the perception of their own and other people’s styles of behavior, and the aim is to move them toward the 9,9 region of the grid.

Grid training consists of a series of seminars intended to develop the application of the message throughout the organization. In this respect, it is a type of organization development \"intervention\" designed to increase organizational effectiveness rather than to concentrate on the improvement of individual interactive skills.

The grid has sound theoretical foundations, being based on a number of research studies. It recognizes the importance of developing an appropriate management style to obtain results by the effort an commitment of work groups. It has plenty of fact validity--ex-grid trainees usually speak highly of it--but research studies are only partially conclusive on its overall effectiveness.

41. The basis philosophy of the managerial grid training is that（B ）.

A. the task of the individual manager is to achieve people through

production

B. the task of the individual manager is to achieve production through

people

C. the task of the individuals is to achieve production through

other

people

D. the task of the individual manager is to achieve production through

himself(herself)

42. Whih of the following statements on the managerial grid is

false? （D ）.

A. It is a two-dimensional grid.

B. One axis of it is labeled concern for production and the other

concern for people.

C. Each axis is a scale with nine points.

D. The location of a manager on the grid can be specified by two or

more coordinates.

43. From the passage, we can draw conclusions on managerial styles as described in Blake’s grid except （B ）.

A. 1,1 indicates where a person is low in both task efficiency and

human satisfaction.

B. 1,9 indicates where a person is is high in task efficiency but low

in human satisfaction.

C. 5,5 where a person is middle in both task efficiency and human satisfaction.

D. 9,1 indicates where a person is is high in task efficiency but low

in human satisfaction.

44. About a grid seminar, the author would disagree that

（C ）.

A. A grid seminar is used to teach each participant to see his or her managerial style.

B. Trainees are first familiarized with grid language and theory.

C. Trainees can’t perceive their own style of behavior. D. The aim is to move trainees toward the 9,9 region of the grid.

45. This passage may be extracted from the paper which studied（A ）.

A. training

B. performance appraisal C. compensation D. HR planning