(A)National Income (B)Gini Coefficient (C)GDP per capita (D)Elasticity of Demand
27.( ) is a macroeconomic management response of the government to regulate the level of aggregate demand by adjusting the interest rate in order to promote full employment, stabilize prices and economic growth.
(A) Fiscal policy (B) Monetary policy (C) Financial policy (D) Income policy
28, ( ) is the relationship between the rights and obligations of employees and employers in the labor process.
(A) labor contract relationship (B) labor administrative legal relationship (C) labor law source (D) labor service legal relationship
29, ( ) does not have legal effect.
(A) Legislative interpretation (B) Arbitrary interpretation (C) Judicial interpretation (D) Administrative interpretation
30, the four stages of the PDCA cycle method include. ① check ② implementation ③ plan ④ processing, the correct order for ( ). (A) ① ② ③ ④ (B) ③ ② ① ④ (C) ③ ① ④ ② (D) ④ ① ③ ②
31、Enterprise ( ) refers to the reputation, manpower, financial and material resources of the enterprise.
(A) Sales ability (B) Strength (C) Service ability (D) Potential
32. The ability of a team to survive, improve and adapt to a changing environment is ( ).
(A) performance outcomes (B) member satisfaction (C) team learning (D) outsider satisfaction
33. ( ) is the strong effect of the first impression on human perception.
(A) halo effect (B) projection effect (C) first cause effect (D) stereotype
34、The main task of a leader is to provide the necessary support to help subordinates reach their goals and to ensure that their goals are compatible and coherent with those of the group and the organization ( ).
(A) Path-one-goal theory (B) Situational leadership theory (C) Federer's contingency model (D) Participation model
35、The content of modern human resource management should be ( ).
(A) matter-centered (B) enterprise-centered (C) people-centered (D) society-centered
36, in the form of management. Modern human resource management is ( )．
(A)Static management (B)Contingent management (C)Dynamic management (D)Authoritative management
37, the holistic nature of the human resources development day standard does not include ( )
37, the human resources development day standard does not include ( )
38, the human resources development day standard does not include ( )
39, the human resources development day standard does not include ( ).
(A) the holistic nature of the goal setting (B) the holistic nature of the implementation of the goal (C) the goals are not isolated (D) the relevance of the goal design
38, ( ) is the design of the overall framework of the enterprise.
(A) strategic planning (B) organizational planning (C) personnel planning (D) job planning
39, the final outcome of job analysis is the formation of job specifications and ( ).
(A) training system (B) job description (C) wage system (D) task schedule
40, ( ) provides the basis for the assessment and promotion of employees in the enterprise.
(A) job analysis (B) job design (C) turnover statistics (D) personnel demand plan
41, factors affecting the labor environment do not include ( ).
(A) temperature and humidity (B) workplace organization (C) job enrichment (D) lighting and color
42, according to the number of jobs, job work weight and the efficiency of the workers to account for the number of staffing method belongs to ( ).
(A)Staffing by equipment (B)Staffing by ratio (C)Staffing by efficiency (D)Staffing by position
43, the characteristics of the enterprise labor staffing standards do not include ( ).
(A) legal (B) technical (C) precision (D) uniformity
44, () also known as the approximate staffing standards a class of people or even all the staff of the enterprise as the object of the development of standards.
(A) proportional staffing standards (B) comprehensive staffing standards (C) efficiency staffing standards (D) equipment staffing standards
45, the advantages of institutionalized management do not include ().
(A) Separation of individuals and rights (B) Suitable for the needs of modern small business organizations (C) Based on rational analysis (D) Suitable for the needs of modern large business organizations
46, ( ) is the framework of activities prescribed for the basic aspects of business management.
(A) management system (B) business norms (C) technical norms (D) behavioral norms
47, the main steps in the selection of recruitment channels are: ① analyze the unit's recruitment requirements: ② determine the suitable recruitment sources: ③ analyze the characteristics of potential candidates: ④ choose the appropriate recruitment methods. The correct order is ( ).
(A)③①②④ (B)④①③② (C)③①④② (D)①①②④
48, on the publication of advertisements, the description of the incorrect ( ).
(A) Advertising is one of the most common methods of internal recruitment (B) It has a wide range of publicity effects. It can show the strength of the organization
(C)The release of advertisements should pay attention to the choice of advertising media and the design of advertisement content (D)The release of information on job vacancies is rapid． It can be communicated to the outside world within one or two days
49. ( ) assumes a dual role. Both choosing people for the organization and choosing jobs for the job seekers.
(A) Vocational and technical collision (B) Ministry of Labor (C) Employment intermediaries (D) Re-employment service centers
50, in the process of the interview, the examiner should not ( ).
(A)plan a cordial atmosphere (B)let the candidate know the reality of the organization (C)decide whether the candidate will be hired or not (D)find out the candidate's knowledge and skills and non-intellectual qualities
51.( )ask the candidate to give a clear answer to a question.
(A) List questioning (B) Closed questioning (C) Example questioning (D) Open-ended questioning
52, In making the final hiring decision, the wrong approach is ( ).
(A) not to be exhaustive (B) to try to use the full range of measurements (C) to insist on "fewer but better" (D) to have to use the full range of measurements
53、Situational simulation is suitable for measuring the employee's ( )
54、Situational simulation is suitable for measuring the employee's ( )
56、Situational simulation is suitable for measuring the employee's ( ).
(A) Learning ability (B) Moral character (C) Personality traits (D) Expressive ability
54. The consistency between the results of two equivalent tests for the same candidate is called ( ).
(A) Stability coefficient (B) Intrinsic consistency coefficient (C) Equivalence coefficient (D) Extrinsic consistency coefficient
55, ( ) is a common indicator for considering the effectiveness of selection methods.
(A) Predictive validity (B) Same-feeding validity (C) Content validity (D) Heteroscedastic validity
56, the starting point of personnel training activities is ( ).
(A) Determination of training objectives (B) Determination of training programs (C) Selection of training instructors (D) Determination of training needs
57, the first thing to be done after the start of the implementation of the training is an introduction to the specifics of the content does not include ( )
57, the training began to be implemented after the first thing to do is an introduction to the specific content does not include ( )
58, the training of personnel training activities.
(A) ice-breaking activities (B) trainee self-introduction (C) the introduction of training topics (D) to confirm the training hours
58, evaluation ( ) is an important way to understand the trainee's reaction to the training program.
(A) Affective outcomes (B) Cognitive outcomes (C) Skill outcomes (D) Performance outcomes
59, ( ) refers to the method by which an instructor systematically imparts knowledge to a trainee in accordance with a prepared script.
(A) Lecture method (B) Lecture method (C) Seminar method (D) Case study method
60, ( ) is a method by which a company trains certain employees by assigning them specific tasks.
(A) Job Instruction Method (B) Individual Instruction Method (C) Job Rotation Method (D) Special Assignment Method
61, ( ) is not a case study method.
(A) Case study method (B) Case study method (C) Job coaching method (D) Incident handling method
62, ( ) is also known as T group method. ST (Sensitivity Training) method for short.
(A) brainstorming method (B) manager training (C) simulation training method (D) sensitivity training
63, to use "people-oriented" guiding ideology and management concepts to develop training systems. To ensure that the system of ( ).
(A) stability and consistency (B) stability and reality (C) cyclicality and change (D) innovation and change
64, () is not part of the site to expand training games.
(A) broken bridge (B) relay running (C) air bar (D) raft swim across
65, ( ) is a business unit to organize the implementation of performance management activities of the guidelines and norms of behavior.
(A) performance management system (B) performance management objectives (C) performance management methods (D) performance management content
66, in the evaluation of the organization and implementation stage. Matters that should be concerned do not include ( ).
(A) the degree of false information in the appraisal (B) the accuracy of the appraisal (C) the way of feedback of the appraisal results (D) the fairness of the appraisal
67. ( )The participants are required to prepare a number of questions in advance, and they should be able to master the timing of questioning and listening.
(A) Two-way listening interview (B) Performance planning interview (C) One-way persuasive interview (D) Performance coaching interview
68、The disadvantage of the critical incident method is ( ).
(A) can not provide the evaluator with an objective factual basis (B) record and observation time-consuming and laborious (C) can not understand how subordinates to eliminate undesirable continuity (D) can not be throughout the evaluation period
69, assuming that the employee's work behavior and job performance as a whole is a normal distribution of the performance appraisal method for the ( )
68, key event method disadvantages are ( ).
(A) Key Event Method (B) Behavioral Observation Method (C) Forced Distribution Method (D) Goal Management Method
70, ( ) should fully reflect the enterprise's values and business philosophy, as well as the requirements of human resource management development strategies and tactics.
(A) performance management process design (B) performance management method design (C) performance management system design (D) performance appraisal standard design
71, ( ) refers to a longer period of time as a unit of calculation of the employee's labor compensation, the domestic use of the term "salary".
(A) remuneration (B) wages (C) salary (D) salary
72, the factors affecting the overall level of compensation do not include ( ).
(A) the elasticity of demand for products (B) the power of labor unions (C) the company's pay strategy (D) the job or position
73, the appropriate opening of the pay gap in the smell of employees reflects the principle of ( ).
(A) competitive externally (B) incentive for employees (C) internally with fairness (D) control of costs
74, May 1 issue. Xiao Li overtime work in the company, the company should pay to Xiao Li salary ( ) compensation.
(A)150% (B)200% (C)300% (D)400%
75, ( ) is a job evaluation method. It is suitable for enterprises that can readily obtain more detailed market salary survey information.
(A) Key Events Method (B) Scoring Method (C) Factor Comparison Method (D) Cupping Method
76, the classification method is a typical method of job evaluation, the incorrect description of it is ( )
76, the classification method is a typical method of job evaluation, about it is ( )
76, the classification method is a typical method of job evaluation.
(A)Classification is the key (B)Relatively high cost (C)Applicable to management positions in large enterprises (D)Requirement of high precision
77, ( )refers to the special circumstances, the laborers practiced less than the standard length of the work of the work of the work of the work of the time system.
(A) standard working hours (B) normal working hours (C) piecework hours (D) shortened working hours
78, ( ) can only be the employer-employee relationship, and can not be the workers due to the collective work of the division of labor between each other.
(A) legal relations (B) labor relations (C) rights and obligations (D) legal norms
79, ( ) is the workers and employers to establish labor relations. It is an agreement that specifies the rights and obligations of both parties.
(A) collective agreement (B) labor relations (C) collective contract (D) labor contract
80, ( ) refers to the rights and obligations of employees and employers in the realization of the reality of the labor process.
(A) Labor Legal Relationship (B) Legal Relationship (C) Labor Contract Relationship (D) Labor Relationship
81, ( ) refers to the transfer of the will of the parties concerned, can cause the labor legal relationship to produce, change and destroy, with certain legal consequences of the activities.
(A) Labor Legal Relationship (B) Labor Legal Facts (C) Labor Legal Events (D) Labor Legal Acts
82, according to the provisions of the labor law, ( ) is signed by the trade union on behalf of the workers and the enterprise, and there is no trade union organization. It is signed by the employee representatives on behalf of the employees with the enterprise.
(A) Labor Contract (B) Special Agreement (C) Collective Agreement (D) Collective Contract
83, ( ) embodies the will of the state, covering all labor relations, usually for the adjustment of labor relations should follow the principle norms and minimum standards.
(A) labor laws and regulations (B) labor relations (C) labor legal relations (D) labor contracts
84, ( ) shall bear legal responsibility.
(A) the enterprise violates the provisions of the collective contract (B) the individual does not fulfill the obligations under the collective contract (C) the union improperly fulfills the obligations under the collective contract (D) the union does not fulfill the obligations under the collective contract
85. ( ) is not a target-oriented investigation method.
(A) Selection method (B) Ordinal representation method (C) Correct and incorrect method (D) Descriptive survey
II. Multiple-choice questions (86～125 questions, 1 point for each sub-question, *** 40 points. Each question has more than one correct answer. Wrong choice, fewer choices, more choices, will not be scored)
86, the type of unemployment is divided into ( ).
(A) Frictional unemployment (B) Technological unemployment (C) Structural unemployment (D) Seasonal unemployment (E) Stage unemployment
87. The elements of the institutional structure of the labor market are ( ).
(A) Trade unions (B) Minimum social security (C) Demand for labor (D) Minimum labor standards (E) Supply of labor
88. The basic principles of labor law include ( ).
(A) the principle of the right to material assistance (B) the principle of applicability (C) the principle of democratization of labor relations (D) the principle of flexibility (E) the principle of guaranteeing the labor rights of the workers
89. The following belong to the right to labor ( ).
(A) the right to equal employment (B) the right to remuneration for labor (C) the right to free choice of employment (D) the right to rest and vacation (E) the right to vocational training
90, the essence of corporate strategy is to achieve a dynamic balance between ( ).
(A) external environment (B) internal environment (C) corporate strength (D) strategic objectives (E) long-term development
91, packaging strategy mainly includes ( ).
(A) similar packaging strategy (B) differential packaging strategy (C) combination packaging strategy (D) reuse packaging strategy (E) bonus packaging strategy
92, psychometric tests can be divided into ( ) according to the way of testing.
(A) Emotional intelligence tests (B) Paper-and-pencil tests (C) Operational tests (D) Verbal tests (E) Situational tests
93, the characteristics of human capital investment are ( ).
(A) the single form of return (B) dynamic (C) who invests. (D) continuity (E) diversification of the form of return
94, from the content point of view, human resources planning can be divided into ( ).
(A) organizational planning (B) business organizational change planning (C) personnel planning (D) human resources cost planning (E) strategic planning
95, the main sources of job analysis information are ( ).
(A) direct observation (B) incident interviews (C) work logs (D) written information (E) coworker reports
96, the content of the staffing quota standards include ( ).
(A) job training norms (B) job staff norms (C) time quota standards (D) double quota standards (E) production quota standards
97, the central task of job analysis is to provide a basic basis for the enterprise human resource management. Realize ( ).
(A) make the best use of things (B) the right person for the right place (C) make the best use of people (D) personnel appropriate (E) place to get its own
98, according to the comprehensive degree of staffing standards, the enterprise staffing standards can be divided into ( )
99, according to the comprehensive degree of staffing standards, the enterprise staffing standards can be divided into ( )
99, according to the comprehensive degree of staffing standards, the enterprise staffing standards can be divided into ( ).
(A) proportional staffing standards (B) general staffing standards (C) detailed staffing standards (D) single staffing standards (E) synthesized staffing standards
99, the basic principles of human resource management system planning include ( ).
(A)*** with the principle of development (B)Learning and innovation (C)Keep the system stable (D)Comply with the provisions of the law (E)Suitable for the characteristics of the enterprise
100, the advantages of external recruitment is mainly reflected in ( )
100, external recruitment is mainly reflected in ( )
100, external recruitment is mainly reflected in ( )
100, external recruitment is mainly reflected in ( )
100, external recruitment is mainly reflected in ( ).
(A) faster adaptability (B) favoring the recruitment of first-class talents (C) bringing new ideas (D) helping to establish a good image (E) bringing new methods
101, ( ) belongs to the internal recruitment and burial methods.
(A) Recommendation Method (B) Campus Recruitment (C) File Method (D) Internet Recruitment (E) Bulletin Method
102, The screening of resumes should involve several aspects such as ( ).
(A) reviewing the privacy of the applicant (B) reviewing the logic in the resume (C) analyzing the internal structure of the resume (D) reviewing the objective content of the resume (E) the overall impression of the resume
103, in the process of the interview, the examiner should do ( ).
(A) let the candidate fully understand and respect himself (B) create a cordial atmosphere for the meeting (C) let the candidate understand the situation of the employer (D) understand the candidate's knowledge and skills
(E) decide whether the candidate passes the interview
104, the optimization of the labor environment includes ( )．
(A) Desk arrangement (B) Noise (C) Temperature and humidity (D) Air (E) Lighting and color
105、The main validity in validity assessment is ( ).
(A) predictive validity (B) content validity (C) reliability validity (D) congruence validity (E) internal consistency
106, training needs analysis is a prerequisite for ( ).
(A) determine the training objectives (B) training assessment (C) design training programs (D) training budget (E) effective implementation of training
107, according to the different stages of training. Training needs analysis can be divided into ( ).
(A) long-term training needs analysis (B) the current training needs fold (C) medium-term training needs analysis (D) future training needs analysis (E) short-term training needs analysis
108, interview method () and other specific operational methods.
(A) Individual interview method (B) On-site interview method (C) Group meeting method (D) Team analysis method (E) Task analysis method
109, ( ) belongs to the training needs analysis model.
(A) Cyclic assessment model (B) Performance gap analysis model (C) Comprehensive task analysis model (D) Compensation gap analysis model (E) Prospective training needs analysis model
110、Participatory training methods include ( ).
(A) Case study method (B) Special task method (C) Brainstorming method (D) Individual instruction method (E) Simulation training method
111, the basic requirements for trainers before training include ( ).
(A) make preparations (B) make good relations with the trainees (C) understand the preferences of the trainees (D) decide how to group the trainees
(E) check the materials mentioned in the "trainer's guide".
112, the establishment of employee grievance system, the main functions should include ( ).
(A) to reduce conflicts and contradictions (B) to enable the evaluator to understand the wishes of the employee (C) to improve employee motivation (D) to allow employees to object to the results of the evaluation
(E) to enable the evaluator to pay attention to the collection of information and evidence
113, according to the different contents of the interview. Performance interviews can be distinguished as ( ).
(A) performance plan interview (B) performance improvement interview (C) performance guidance interview (D) performance summary interview (E) performance appraisal interview
114, ( ) and other strategies can be formulated to promote the improvement of work performance and enhancement.
(A) Total motivation (B) Organizational change (C) Negative incentives (D) Personnel adjustments (E) Positive incentives
115, on the management by objectives method of the statement is correct ( ).
(A) the results of the target management method is easy to see guillotine (B) the target management method is suitable for providing advice to employees (C) it is easy for different departments to ask the horizontal comparison of performance
(D) the target management method directly reflects the employee's work (E) the target management method is suitable for feedback and counseling of employees
116, the form of pay performance includes ( )
116, the pay scale includes ( )
116, the pay scale includes ( ).
(A) spiritual and material (B) stable and non-stable (C) tangible and intangible (D) monetary and non-monetary (E) intrinsic and extrinsic
117、External remuneration includes direct and indirect remuneration, and direct remuneration includes ( ).
(A) basic salary (B) annual salary (C) incentive pay (D) bonus (E) performance pay
118, the basic basis for the development of enterprise compensation management system includes ( ).
(A)Salary survey (B)Knowledge of the relationship between labor supply and demand in the enterprise (C)Job analysis and evaluation (D)Knowledge of competitors' labor cost situation (E)Knowledge of competitors' financial ability to pay
119、Social insurance includes ( ).
(A) Pension Insurance (B) Unemployment Insurance (C) Workers' Compensation Insurance (D) Medical Insurance (E) Maternity Insurance
120, the principle of material interest has a very rich connotation. Its main contents include ( ).
(A) Material Interests Promotion Mechanism (B) Material Interests Restraint Mechanism (C) Material Interests Incentive Mechanism (D) Material Interests Regulation Mechanism (E) Material Interests Balance Mechanism
121, ( ) can be the object of the labor law relationship.
(A) insurance benefits (B) wages (C) working hours (D) employees (E) rest and vacation
122, the way of adjustment of labor relations include ( ).
(A)Adjustment of the norms of labor contracts (B)Adjustment of the internal labor rules of enterprises (C)Adjustment of the norms of collective contracts (D)Adjustment of the system of handling labor disputes (E)Adjustment of the system of democratic management
123.The difference between the collective contract and the labor contract is embodied in the ( )
123.The collective contract and the labor contract are reflected in ( )
123.The collective contract is reflected in the ( ).
(A) Different functions (B) Different subjects (C) Different contents (D) Different legal effects (E) Collective contracts must be in written form, and labor contracts can be in unwritten form
124, the important role of the collective contract in the coordination of labor relations includes ( ).
(A)It is conducive to enterprises to restrain their employees (B)It strengthens the democratic management of enterprises (C)It is conducive to the coordination of labor relations (D)It safeguards the lawful rights and interests of employees (E)It makes up for the shortcomings of labor laws and regulations
125, the main difference between equal consultation and collective consultation is ( ).
(A) Different subjects (B) Different legal effects (C) Different purposes (D) Different legal basis (E) Different procedures
November 2007 Enterprise Human Resource Manager Level 3 Theory Paper Standard Answers
26-30 BBABB 31-35 BCCAC 36-40 CDBBA 41-45 CDCBB 46-50 ADACC 51-55 BDDCA
56-60 DDAAD 61 -65 CDABA 66-70 AABCC 71-75 DDBBC 76-80 DDBAD 81-85 DDAAD
86- 90 ABCD, BDE, ACE, ABCDE, ACD
91-95 ABCDE, BCDE, BDE, ACDE, ABCDE
96-100 CDE, BCDE, BCDE, ABDE, BCDE
101-105 ACE, BCDE, BCDE, BCE, ABD
106-110 ACE, BD, AC, ABCE, ACE
111-115 ADE, ADE, ACDE, ACDE, ABDE
116-120 ACDE, ABCDE, ABCD, ABCDE, BCDE
121-125 ABCE, ABCDE, ABCD, BCDE, ABCDE