人力资源英文听力第二次作业答案
听力（2）第二次作业答案
Part I. Listening Comprehension
Part A. Short Conversations
1. W: I’d like to exchange this green sheet that I bought last weekend for a yellow one.
M: Let’s see now. A yellow one is only $20.90 and a green one was $25.00.
Q: Approximately, how much money did the man owe the woman?
2. W: My God! What a heavy rain! And there’s no sign of its stopping.
M: But a heavy rain like this never lasts long in Shanghai.
Q: What does the man think of the rain?
3. W: I have to take exams every day next week. What about you?
M: I am having one on Monday, another on Tuesday and two on Friday, none on Wednesday and Thursday. I’m thankful for that.
Q: On which days of next week will the man have only one examination?
4. W: Hi, Joe. Haven’t seen you f or ages. How are your classes?
M: Oh, all right I guess, except for geography.
Q: What does the man think of the geography class?
5. W: Reception. How can I help you?
M: I’d like to arrange a wake-up call for tomorrow morning at 7 o’clock, please. Q: Where does this conversation most probably take place?
6. M: Let’s go to the concert after dinner.
W: Well, I’ll keep you company if you want to, but I have to do some reading for tomorrow’s lecture.
Q: What can we learn from the conversation?
7. W: I don’t think Jack particularly likes his nephew, does he?
M: There’ve been some misunderstandings between them for years.
Q: What is being discussed?
8. M: Do you think we should put in an advertisement in the paper for the lost car? W: By all means.
Q: What does the woman say about placing an advertisement in the newspaper?
9. W: Anne was very nice, wasn’t she? She had a wonderful sense of humor, and she always made me laugh.
M: Y es, she wasn’t very good academically but she had a lot of co mmon sense. Q: What can you learn from the conversation?
10. M: Mr. Black is fluent in Spanish and now he’s beginning to study Arabic.
W: He also knows a few words in Japanese and Chinese.
Q: Which language does Mr. Black speak well?
Part B Passages
Questions 11-13
Requesting someone’s business card is a straightforward process. Y ou need only say, “Do you have a business card?” or “May I have your business card?” When you want to present your own card, you can say, “Here’s my card. Please feel free to call me if you have any other questions. “If you wish to offer your card to a long-time
associate, you can say, “Did I ever give you my card?” or “I’ve been meaning to give you my card.” It’s not polite to directly refuse a request from someone for you r business card. Instead, you can say, “Sorry, but I’m afraid I’m all out at the moment.” or “I neglected to bring them with me.” Giving someone your card, of course, does not obligate you to continue contact, nor does accepting someone else’s card. When y ou do receive a card, say “Thank you.” and examine it briefly before putting it away. Y ou can use a business card that you received to refresh your memory about someone’s name and title before your next meeting. Y ou can also record notes about the meeting on the back of the card, or place it in your card file.
11. Which of the following is an impolite behavior according to the passage?
12. What should you do when accepting a business card?
13. What’s the function of a business card according to the passage?
Questions14-16
If you are someone who tends to focus on the negative, thinking positively may be a new skill for you. One way to keep a positive attitude about yourself is by writing down and saying several sentences. The sentences should be strong, supportive statements about yourself such as “I am a confident and capable person who can handle challenges.” It’s hard to feel defeated when your self-talk is positive. Another technique for reducing stress is positive images. When confronted with a problem, try to imagine the outcome that you want. This technique is used by sport professionals with tremendous success. Y ou too can champion your cause by mentally picturing positive results. Sometimes people are faced with unfortunate circumstances that can not be changed. In these instances, it may help to think about some of the assets and resources that you have that can support you and help you cope such as family, friends, skill, education, money and good health.
14. How can you imagine positively?
15. How should you face the unchangeable misfortune?
16. What is mainly discussed in the passage?
Questions17-20
A fellow had just been hired as the new CEO of a large high-tech corporation. The CEO who was stepping down met with him privately and presented him with three numbered envelopes. “Open these if you run up against a problem you don’t think you can solve,” he said. Well, things went along pretty smoothly, but six months later, sales took a decline and he was really under the pressure. He remembered the envelopes. He went to his drawer and took out the first envelope. The message read, “Blame your former CEO.” The new CEO called a press conference and laid all the faults on the previous CEO. Satisfied with his comments, the press responded positively, sales began to pick up and the problem was soon behind him. About a year later, the company was again experiencing serious product problems. Having learned from his previous experience, the CEO quickly opened the second envelope. The message read, “Reorganize”. Then he did, and the company quickly reorganized. After several months, the company once again fell on difficult times. The CEO went to his office, closed the door and opened the third envelope. The message said, “Prepare three envelopes”.
17. From whom did the new CEO get three envelopes?
18. In the first half year, how did the business go?
19. What was the message in the first envelope?
20. What did the last envelope mean?
听力部分：
1-10: CAADB ABADA
11-20: DBDDB CACBD
笔试部分：
21-30: ADBCD BADBC
31-45: DACDA BDDAA
BBDAA
人力资源专业词汇汇总--(中英文)超全
目录 导论：人力资源环境与策略2第一篇设计：工作分析与人力规划5第二篇招聘：人力资源选拔与预测8第三篇开发：人力资源培训与评价12第四篇报酬：薪资方案与福利计划18第五篇影响：员工健康与劳资关系22
导论：人力资源环境与策略 第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标objectives of HRM 。人力资源管理职责duties of HRM 。人力资源管理任务tasks of HRM 。战略性人力资源管理strategic HRM 。人力资源政策human resource policy 。人力资源哲学human resource philosophy 。精神契约psychological contract 。企业认同感organization commitment 2.组织：行为与文化 。正式组织formal organization 。非正式组织informal organization 。组织文化organization culture
。亚文化subculture 。跨文化cross-national culture 。价值观values 。态度attitudes 。角色行为role behavior 。个人主义—集体主义individualism-collectivism 。不确定性规避uncertainty avoidance 。权力距离power distance 。直线和职能职权line and staff authority 3.激励与组织绩效 。激励motivation 。需要层次理论hierarchy of needs theory 。X理论与Y理论theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳsystem Ⅰ& system Ⅳ 。激励-保健理论motivation-hygiene theory 。ERG理论ERG theory 。麦克莱兰德需要理mc-clelland’s theory of needs 。期望理论expectency theory 。公平理论equity theory 。强化理论reinforcement theory 。波特-劳勒期望机率理论borter-lawler’s theory of expectency 第二章人力资源环境
人力资源管理英文论文
Human Resource Management Assignment Cover 人力资源管理 课程论文 MODULE CODE AND NAME 课程及名称 Module Name科目名称：___人力资源管理__ _ Lecturer 讲师：__ 陈刚 Section Code 专业班级：__10市场营销（全英班）Student ID 学生证号码：___ 1040413104 Student Name学生姓名：___ 陈佩珊
Human Resource Management and Managers Summery Human resource management from the rise since the mid-80s, as a new subject, the development of a ten years time, however, but the human resource management theories and methods have been widely used in an international context together, and have achieved remarkable results. With the advent of the 21st century, Human Resource Management, as a relatively new management subject, is playing a more and more im portant role in today’s business activities.How to carry out the enterprise human resources management and development activities, to establish a 21st century economic development and adaptation of human resources management system, enterprise managers will be facing a major issue. This report will be divided into two sections about human resource management. The first section will introduce what is human resource management and it importance in modern management process. The second section will discuss what should managers in organization do while managing employees, and introduce some human resource management tools. Key words: Human Resource Management, Strategic Human Resource Management, Human Resource Management Tools As we know an organization consists of people with formally assigned roles who work together to achieve the organization's goals. A manager is the person responsible for accomplishing the organization's goals, and who does so by managing the efforts of the organization's people. Most experts agree that managing involves five functions that include planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. In modern era, how to manage staff has become an important part of business management, not only in companies but also all kinds of organizations. And staff management became an science, that what we talking about today, Human Resource Management (HRM) What Is Human Resource Management? Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. The topics we'll discuss should therefore provide you with the concepts and techniques you need to perform the "people" or personnel aspects of your management job. And these include conducting job analyses, planing labor needs and recruiting job, selecting job, orienting and training new employees, managing
人力资源管理专业词汇(中英文对照)
人力资源管理专业词汇(中英文对照) 人力资源管理:(Human Resource Management ,HRM) 人力资源经理:( human resource manager) 高级管理人员:(executive) 职业:(profession) 道德标准:(ethics) 操作工:(operative employees) 专家:(specialist) 人力资源认证协会:(the Human Resource Certification Institute，HRCI) 外部环境:(external environment) 内部环境:(internal environment) 政策:(policy) 企业文化:(corporate culture) 目标/使命:(mission) 股东:(shareholders/stakeholder) 非正式组织:(informal organization) 跨国公司:(multinational corporation，MNC) 管理多样性:(managing diversity) 二、工作:(job) 职位:(posting) 工作分析:(job analysis) 工作说明:(job description) 工作规范:(job specification) 工作分析计划表:(job analysis schedule，JAS) 职位分析问卷调查法:(Management Position Description Questionnaire，MPDQ)行政秘书:(executive secretary) 地区服务经理助理:(assistant district service manager) 三、人力资源计划:(Human Resource Planning，HRP) 战略规划:(strategic planning) 长期趋势:(long term trend) 要求预测:(requirement forecast) 供给预测:(availability forecast) 管理人力储备:(management inventory) 裁减:(downsizing) 人力资源信息系统:(Human Resource Information System，HRIS) 四、招聘:(recruitment) 员工申请表:(employee requisition) 招聘方法:(recruitment methods) 内部提升:(Promotion From Within ,PFW) 工作公告:(job posting) 广告:(advertising) 职业介绍所:(employment agency) 特殊事件:(special events) 实习:(internship)
人力资源管理英语作文十篇
英语写作 1.上海China-mc管理咨询公司是全国十大管理咨询公司之一， 专注于组织智慧技术(organization wisdom technology
Rela tions of the position to others in t he company 3.假设你所在的公司今年从人xT市场物色了一位销售经理，经过几 轮面试后，公司决定录用，从今年7月1日幵始上班，除节假日外每天的工作时间为8: 30-—1 7： 00,起薪为每月40 00元，试用期3个月。 现在需要你为这位销售经理拟定一份录用通知书 (Letter Confirmi ng Employment)，请你用英文完成这份录用通知书，内容须包括销售经理的工作职责和其他相关事项。(凡涉及到人名，均用XXX表示，请勿用真实姓名。) 4.某外资公司是一家专门从事财务软件开发的公司，为Y保护公司的商业秘密(busines s secrets)不被公司员工泄露，公司打算与每一位员工签订一份保密协议(Secrecy an d Noncompeti tion Covenan t)，规定员工必须保守公司的商业秘密，在任职期间以及离职后，均不能向任何第三方泄露；离职后3年内，不得自己经营或帮助别人经营相同或类似业务；以及公司认为必要且正当的其他条款。公司请你为其用英文拟订一份保密协议。
人力资源管理英文论文
页眉内容 Managing human resource Introduction Nowadays, as the stress of the competition become heavier and heavier, people who go to an interview or work in a firm pay more and more attention to the EEO. The EEO is the law of the Civil Rights Act of 1964 was the first federal law designed to protect most U.S. employees from employment discrimination based upon that employee's (or applicant's) race, color, religion, sex, or national origin. The Title also established the U.S. Equal Employment Opportunity Commission to assist in the protection of U.S. employees from discrimination.EEO legislation requires fair treatment for all members of the community and the elimination of discrimination. It means selecting the best person for the job in terms of their job-related skills. EEO includes following aspects: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s reli gious practices where the accommodation does not impose undue hardship. DISABILITY Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. AGE The Age Discrimination in Employment Act of 1967, as amended, protects
人力资源英文缩写(转)
人力资源英文缩写（转） 一、人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive) / i`gzekjutiv职 业:(profession) 道德标准:(ethics) 操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)二、外部环 境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)三、工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ)行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)四、人力资源计划:(Human Resource Planning,HRP)战略规 划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人
人力资源常用英语单词表
精选了一些常用的人力资源英语，希望对大家有所帮助哦16PF 卡特尔16 种人格因素测试 360-degree appraisal 360 度评估 360-degree feedback 360 度反馈 7S 7S 原则/模型 New 7S 新7S 原则/模型 80/20 principle 80/20 法则 AAR-After Action Review 行动后学习机制 Ability Test 能力测试 Ability of Manager 管理者的能力 Absence Management 缺勤管理 Absence rate 缺勤率 Absent without Leave 无故缺勤擅离职守 Absenteeism 缺勤 Accident Insurance 意外伤害保险 Accident Investigation 事故调查 Accident Loss 事故损失 Accident Work Injury 工伤事故 Achievement Need 成就需求 Achievement Test 成就测试 Action Learning 行动（为）学习法 Administer 管理者 Administrative Level 管理层次 Administrative Line 直线式管理 Adverse Impact 负面影响 Advertisement Recruiting 广告招聘 Affective Commitment 情感认同 Affiliation Need 归属需求 Age Composition 年龄结构 Age Discrimination 年龄歧视 Age Retirement 因龄退休 Agreement Content 协议内容 Allowance 津贴 Annual Bonus 年终分红 Annual Leave 年假 Annuity/Pension 退休金 Applicant-Initiated Recruitment 自荐式招聘 Application Blank 申请表 Appraisal Feedback 考评反馈 Appraisal Interview 考评面谈 Appraisal Standardization 考评标准化 Attendance 考勤
人力资源管理体系(英文版)
人力资源管理体系 (英文版) 1
An HR Audit ? Department Organization Questionnaire The Human Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to accomplish organizational objectives. 1.Is there one department or function within the organization that is responsible and accountable for planning, establishing, overseeing and coordinating all human resource policies, systems and services for all 11 major categories? 2.Does the senior-level human resources manager report to the same level position as all other major staff and line departments within the organization? 3.Does the senior human resources manager participate in addressing the organiz ation’s strategic, tactical and policy issues? 4.Does the senior human resources manager integrate all HR activities with the organization’s strategic business plan.
人力资源简介(英文)
1 Introduction In contemporary era, human beings are progressing dramatically on various fronts. To respond to the rapid international competition, numerous corporations focus on the management and development of human resource to enhance their organizational competence. Training, one of the vital components of human resource strategies, has been treated as an indispensable part that facilitates organizational performance and prod uctivity. Being aware of employee’s attitude towards training and development activities as well as realizing its influence on employee job satisfaction is significant for both practitioners and researchers. Although some western studies have indicated that there is a positive relationship between training and job satisfaction, it still needs an in-depth investigation under the context of China, the typical representative of developing countries with a relatively poor human resource system. Therefore, the main aim of this research is to bridge the gap through evaluating the perception of training and exploring its influence on Chinese employee’s job satisfaction. A survey is approached with questionnaire and interview in this research. 1.1 Research background 1.1.1 Training Training, one of the most indispensable elements of human resource management (HRM) and human resource development (HRD), has been approved of great significance by western literature. Not only does it make a great contribution to increasing productivity (Nadeem, 2010), it also improves employees’performance
人力资源管理英文版
1 Introduction Rio Tinto’s vision is for strong regional economies in which local communities and Rio Tinto businesses work together to build on and benefit from the opportunities generated through our mining operations. The Rio Tinto is a leading mining group headquartered in UK with owning to branch office in Australian. The group expands their business on the Australia and recruits an amount of local residential as the employee. As most of the Rio Tinto work in Australia is located in remote area, it is important the master the demography and culture characteristics. Moreover, the basic condition should be learned to implement a better employee policy including the population, the education level of resident and etc. In this case study, a comprehensive demonstration of employment policy is explored, which can bring benefit for the company as well as the local community. Even though there are a lot of difficulties in remote area for Rio Tinto, the excellent employment policy has contributed to success, which arouses the interest in how the human resource management is applied in the actual situation, how the policy works and the experience that can be learned from the case. In the report, the author firstly introduces the theory of human resource management, and then analyzing Rio Tinto Indigenous Employment Program in Australia with the theory. Finally, the conclusion is obtained based on the analysis. 2 Theory The Human Resources Management is an important part of enterprise management, whose objective is to enhance competitiveness of the enterprises, gain a competitive advantage and enhance the effectiveness of enterprise (Elwood, Holton, James and Trott 1996, 7). The human resource management is to manage the workforce and human resource in a company. There is a wide range of responsibilities including attraction, selection, training, assessment, and rewarding of employees, while at the same time keeping the culture of the company and following the labor laws (Merkle, Judith 2003). The Human resource management has a significant impact on business performance, which should be carefully studied. Effective human resource management will bring great benefit on employee, customer satisfaction, innovation, productivity, and reputation(Alvin 2009). Strategic HR planning is an component of strategic HR management, which is the starting point of the HRM and links the HRM with the strategic plan. A strategic plan is the guidance for the successfully meeting of missions(Ferrary, Michel 2009, 31). The overall purpose of strategic HR planning is to:
人力资源管理体系(英文版)
An HR Audit ? Department Organization Questionnaire The Human Resources Department is structured, organized and equipped to provide overall strategy, direction and effective management of the organization’s human resources function to accomplish organizational objectives. 1.Is there one department or function within the organization that is responsible and accountable for planning, establishing, overseeing and
coordinating all human resource policies, systems and services for all 11 major categories? 2.Does the senior-level human resources manager report to the same level position as all other major staff and line departments within the organization? 3.Does the senior human resources manager participate in addressing the organization’s strategic, tactical and policy issues? 4.Does the senior human resources manager integrate all HR activities with the organization’s strategic business plan. 5.Does the Human Resources department demonstrate a clear understanding of organizational and customer needs?
人力资源专业词汇汇总 (中英文)超全 整理 的很辛苦的
第一篇导论：人力资源环境与策略第一章人力资源策略 1.人力资源政策与哲学 。人力资源管理(human resource management ,HRM) 。人力资源管理目标 objectives of HRM 。人力资源管理职责 duties of HRM 。人力资源管理任务 tasks of HRM 。战略性人力资源管理 strategic HRM 。人力资源政策 human resource policy 。人力资源哲学 human resource philosophy 。精神契约 psychological contract 。企业认同感 organization commitment 2.组织：行为与文化 。正式组织 formal organization 。非正式组织 informal organization 。组织文化 organization culture 。亚文化 subculture 。跨文化 cross-national culture 。价值观 values 。态度 attitudes 。角色行为 role behavior
。个人主义—集体主义individualism-collectivism 。不确定性规避 uncertainty avoidance 。权力距离 power distance 。直线和职能职权 line and staff authority 3.激励与组织绩效 。激励 motivation 。需要层次理论 hierarchy of needs theory 。X理论与Y理论 theory X & theory Y 。组织体系Ⅰ与组织体系Ⅳ system Ⅰ& system Ⅳ 。激励-保健理论 motivation-hygiene theory 。ERG理论 ERG theory 。麦克莱兰德需要理 mc-clelland’s theory of needs 。期望理论 expectency theory 。公平理论 equity theory 。强化理论 reinforcement theory 。波特-劳勒期望机率理论 borter-lawler’s theory of expectency 第二章人力资源环境 1.人力资源法律环境 。公平就业机会 equal employment opportunity，EEO 。公平就业机会委员会equal employment opportunity commission，EEOC 。实际职业资格 bona fide occupational qualification，BFOQ
人力资源管理英文专业词汇英文版
人力资源管理英文专业词汇［第二部分］- - Cafeteria benefit programs：Cafeteria benefit programs allow employees toselect the fringe benefits and services that answer their individual needs. career：A career is all the jobs that are held during one's working life. career counseling：Career counseling assists employees in finding appropriate career goals and paths.career development Career development consists of those experiences and improvements that one undertakes to achieve a career plan. career goals： Career goals are the future positions that one strives to reach. These goals serve as benchmarks along one's career path. career path：A career path is the sequential pattern of jobs that form one'scareer. career planning：Career planning is the process by which one selects career goals and paths to those goals. career plateau： A career plateau occurs when an employee is in a position he or she does well enough not to be demoted or fired but not wellenough to be promoted. change agents： Change agents are people who have the role of stimulatingchange within a group. checkoff ：A checkoff provision in a union-management labor agreement requires the employer to deduct union dues from employee paychecks and to remit those moneys to the union. Civil Rights： Act of 1964 This act was passed to make various forms of discrimination illegal. closed shop： A closed shop is a workplace where all employees are required to be members of the union before they are hired. These arrangementsare illegal under the National Labor Relations Act. codetermination ：Codetermination is a form of industrial democracy
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