1、人力资源管理+Staffing+and+Human+Resource+Management 及答案解析(总分：52.00，做题时间：90 分钟)一、PART ONE(总题数：1，分数：8.00)A. Human resource managers seek to achieve this by successfully matching the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organizations ongoing and
2、future business plans and requirements to maximize return on investment and secure future survival and success.B. These include issues such as economic climate and current and future labor market trends. On the other hand, internal influences are broadly controlled by the organization to predict, de
3、termine, and monitorfor examplethe organizational culture, underpinned by management style, environmental climate, and the approach to ethical and corporate social responsibilities.C. Human Resources Development is a combination of training and education, in a broad context of adequate health and em
4、ployment policies, which ensures the continual improvement and growth of the individual, the organization, and the national human resourcefulness.D. In organizations, it is important to determine both current and future organizational requirements for both core employees and the contingent workforce
5、 in terms of their skills/technical abilities, competencies, flexibility etc.E. In the corporate vision, the Human Resources Development framework views employees as an asset to the enterprise, whose value is enhanced by development, “Its primary focus is on growth and employee development. it empha
6、sizes developing individual potential and skills“ Human Resources Development in this treatment can be in-room group training, tertiary or vocational courses or mentoring and coaching by senior employees with the aim for a desired out come that develops the individuals performance.（分数：8.00）(1).Exter
7、nal factors are those outside the control of the organization.（分数：1.00）A.B.C.D.E.(2).In ensuring such objectives are achieved, the HR Department is to implement an organizations human resource requirements effectively.（分数：1.00）A.B.C.D.E.(3).In simple terms, an organizations human resource management
8、 strategy should maximize return on investment in HR.（分数：1.00）A.B.C.D.E.(4).Development of the individual benefits the organization, the nation and its citizens.（分数：1.00）A.B.C.D.E.(5).HR development is the structure that allows for individual development, satisfying the organizations, or the nations
9、 goals.（分数：1.00）A.B.C.D.E.(6).Human Resources Development is a framework for the expansion of human capital with in an organization or a municipality, region, or nation.（分数：1.00）A.B.C.D.E.(7).The analysis requires consideration of the internal and external factors that can have an effect on the reso
10、urcing, development, motivation and retention of employees and other workers.（分数：1.00）A.B.C.D.E.(8).At the level of a national strategy, it can be a broad inter-sector approach to fostering creative contributions to national productivity.（分数：1.00）A.B.C.D.E.二、PART TWO(总题数：1，分数：6.00)Human Resource Man
11、agement(9) . For the last 20 years, empirical work has paid particular attention to the link between the practice of HRM and organizational performance, evident in improved employee commitment, lower levels of absenteeism and turnover, (10) enhanced quality and efficiency. This area of work is somet
12、imes referred to as Strategic HRM or SHRM ( not to be confused with the Society for Human Resource Management). Within SHRM three strands of work can be ob served: Best practice, Best Fit and the Resource Based View (RBV).The notion of best practice-sometimes called high commitment HRM-proposes that
13、 the adoption of certain best practices in HRM will result in better organizational performance. These practices included: (11) sharing information, self-managed teams, high pay based on company performance and the reduction of status differentials. However, there is a huge number of studies which p
14、rovide evidence of best practices, usually implemented in coherent bundles, and (12) .Best fit, or the contingency approach to HRM, argues that HRM improves performance where there is a close vertical fit between the HRM practices and the companys strategy. This link ensures close coherence between
15、the HR people processes and policies and the external market or business strategy. (13) . For example, a set of life cycle models argue that HR policies and practices can be mapped onto the stage of an organizations development or life cycle. Competitive advantage models take Porters ideas about str
16、ategic choice and map a range of HR practices onto the organizations choice of competitive strategy. Finally configuration models provide a more sophisticated approach which advocates a close examination of the organizations strategy in order to determine the appropriate HR policies and practices. H
17、owever, this approach assumes that the strategy of the organization can be identified- (14) .A. Practicing good human resource management (HRM) enables managers of an enterprise to express their goals with specificityB. providing employment security, selective hiring, extensive trainingC. many organ
18、izations exist in a state of flux and developmentD. therefore it is difficult to draw generalized conclusions about which is the best wayE. Research in the area of Human Resource Management or HRM has much to contribute to the organizational practice of HRMF. increasing worker comprehension of goals
19、, providing the necessary resourcesG. higher levels of skills and therefore higher productivityH. There are a range of theories about the nature of this vertical integration（分数：6.00）填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_三、PART THREE(总题数：1，分数：6.00)Human Resources Development (HRD) is not a define
20、d object, but a series of organized processes. Specific interventions, areas of expertise and practice that fall within this definition of HRD are recognized as performance improvement, organizational learning, career management and leadership development. HRD as a structure allows for individual de
21、velopment, potentially satisfying the organizations goals. The development of the individual will benefit both the individual and the organization. The HRD framework views employees as an asset to the enterprise whose value will be enhanced by development: “Its primary focus is on growth and employe
22、e development and it emphasizes developing individual potential and skills“An apprentice will step through the development process to become a tradesman in their field as will a white-collar trainee to become a professional in their field. Training will allow the individual to complete a task within
23、 their field today. Training provides, maintains and enhances skills to perform the job.HRD is the framework that focuses on the organizations competencies at the first stage, training, and then developing the employee, through education, to satisfy the organizations long term needs and the individu
24、als career goals and employee value. HRD can be defined simply as developing the most important section of any business by attaining or upgrading the skills and attitudes of employees at all levels in order to maximize the effectiveness of the enterprise. The people within an organization are its HR
25、.Compared to other disciplines within Business Economics, HR Professionals have over the years in practice had difficulties in justifying HR investment, especially during recessions. This can in many ways be argued as being based on Human Capital lacking measurability, merely be cause the field has
26、followed the measurement similar to other disciplines within Business Economics. Systems have arisen such as Learning Management Systems (LMS), Human Resource Management Systems (HRMS) and Enterprise Resource Planning (ERP). LMS has had focus on HRD, but not as an integrated part of Business Economi
27、cs.Recent innovative studies and development shows that it is possible to encompass HRD as a concept of Business Economics. The concept is called HRD intelligence. HRD intelligence focuses entirely on the behavior, attitudes, skills and knowledge. When used as a concept and a sys tem HRD intelligenc
28、e has the task to collect, structure, provide, promote, pull and document in formation, within or outside the control of the company, which all have the characteristics to have an influence on the success of the strategies of the business, and hereby support better business decision-making.（分数：6.00）
29、(1).By the word “asset“ (line 7, paragraph 1), the author means _.A. an agentB. an item of value ownedC. something useful to defeat enemyD. economic resource（分数：1.00）A.B.C.D.(2).Which of the following is NOT what Human Resources Development focuses on?A. Enhancing the organizations value.B. Employee
30、s development.C. Developing individual potential and skills.D. Becoming a tradesman.（分数：1.00）A.B.C.D.(3).Which of the following is the right description of HRD?A. A series of training.B. An framework.C. An organized process.D. A defined object.（分数：1.00）A.B.C.D.(4).Why does the author compare HRD to
31、other disciplines within Business Economics?A. To emphasize the importance of HRD.B. To differentiate HRD from other disciplines.C. To reveal the difficulties of HRD in practice.D. To analyze HRD s similar measurement to other disciplines.（分数：1.00）A.B.C.D.(5).Which of the following is NOT the right
32、description of HRD intelligence?A. It focuses entirely on the behavior, attitudes, skills and knowledge.B. It can help employers and bosses make better decision in business.C. It has an influence on the performance and results of companies.D. It is superior to HRD.（分数：1.00）A.B.C.D.(6).Why do Human R
33、esource Professionals have difficulties in justifying HR investment?A. Because the field has arisen many systems such as LMS, HRMS, ERP etc.B. Because the field has many different measurement to other disciplines.C. Because the field lacks a certain measurability.D. Because the systems like LMS, HRM
34、S are not integrated in Business Economics.（分数：1.00）A.B.C.D.四、PART FOUR(总题数：1，分数：10.00)What HR is AboutHuman resource is a term used to describe the individuals who make up the (21) . of an organization, (22) . it is also applied in labor economics to, for example, business sectors or even whole nat
35、ions. Human resource is also the name of the function within an organization (23) . with the overall responsibility for implementing strategies and policies (24) . to the management of individuals. Despite its more everyday use, terms such as “human resource“ and, similarly, “human capital“ continue
36、 to be perceived (25) . and may be considered insulting. They create the impression that people are merely commodities, like office machines or vehicles, despite assurances to the contrary.Modern analysis emphasizes that human beings are not “commodities“ or “resources“, but are creative and social
37、beings in a productive enterprise. The 2000 revision of ISO 9001, in con trast, requires (26) . the processes, their sequence and interaction, and to define and communicate responsibilities and authorities. In general, heavily unionized nations such as France and Germany have adopted and encouraged
38、such approaches. (27) in 2001, the International Labor Organization decided to revisit and revise its 1975 Recommendation 150 on Human Re sources Development. One view of these trends is that a strong social (28) . on political economy and a good social (29) . system facilitates labor mobility and t
39、ends to make the entire economy more productive, as labor can develop skills and experience in various ways, and move from one enterprise to another with little (30) or difficulty in adapting. Another view is that governments should become more aware of their national role in facilitating human reso
40、urces development across all sectors.（分数：10.00）(1).A. resource B. workforce C. manpower D. staff（分数：1.00）A.B.C.D.(2).A. although B. because C. supposing D. but（分数：1.00）A.B.C.D.(3).A. involved B. associated C. along D. charged（分数：1.00）A.B.C.D.(4).A. according B. belonging C. relating D. as（分数：1.00）A.
41、B.C.D.(5).A. indifferently B. negatively C. strangely D. oddly（分数：1.00）A.B.C.D.(6).A. implementing B. identifying C. conducting D. assuring（分数：1.00）A.B.C.D.(7).A. However B. Anyway C. Also D. Further（分数：1.00）A.B.C.D.(8).A. contact B. capital C. consensus D. status（分数：1.00）A.B.C.D.(9).A. transport B.
42、 security C. service D. welfare（分数：1.00）A.B.C.D.(10).A. controversy B. challenge C. doubt D. trouble（分数：1.00）A.B.C.D.五、PART FIVE(总题数：1，分数：10.00)Applicant RecruitmentApplicant recruitment and employee selection form a major part of an organizations overall resourcing strategies, (31) . identify and s
43、ecure people needed for the organization. Recruitment activities need to be responsive to the increasingly competitive market to secure suitably qualified and capable recruits at all (32) . To be effective, these initiatives need to include how and when to source the best recruits, internally or (33
44、) . Common to the success of (34) are: well-defined organizational structures with sound job design, robust task and person specification and versatile selection processes, reward, employment relations and human (35) . policies, underpinned by a commitment for strong employer branding and employee e
45、ngagement and on-boarding strategies. Internal recruitment can provide the most cost-effective (36) . for recruits if the potential of the existing pool of employees has been enhanced through training, development and other performance-enhancing activities such as performance appraisal, succession p
46、lanning and development centers to review performance and assess employee development needs and promotional potential. (37) . many organizations, securing the best quality candidates requires external recruitment methods. (38) . changing business models demand skill and experience that cannot be sou
47、rced or rapidly enough developed from the existing employee base. It would be unusual for an organization to undertake all aspects of the recruitment process (39) . support from (40) .party dedicated recruitment firms. This may involve a range of support services, such as: provision of CVs or resume
48、s, identifying recruitment media, advertisement design and media placement for job vacancies, candidate response handling, short-listing, conducting aptitude test, preliminary interviews or reference and qualification verification.（分数：10.00）填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_填空项 1:_六、PART SIX(总题数：1，分数：12.00)The Definition of HRDAt the organizational level, a successful Human Resources Development program prepares the（分数：12.00）(1).individual to undertake a higher level of work, “ Be organized learning over a given period of time, to provide the possibility of
