1. Only one of the four options listed in each multiple-choice question (this big question * * 30 small questions, each small question 1 point, ***30 points) meets the requirements of the topic. Please fill in the letter before the correct option in the brackets after the question.

1. The working age stipulated in China's labor law is ()

A. 14 years old B. 16 years old C. 18 years old D.20 years old

2. In the modern human resource management concept, the human resource management department is regarded as ()

A. Transactional organization B. Simple service organization

C.d. Production and welfare sectors

3. Marx called it the stage of personnel management with "hunger policy", and its human nature assumption is based on

A. People are naturally lazy and must use coercion.

B. People are economic people and work for personal interests such as eating and drinking.

C. people work to gain recognition from others.

D. People not only work for money and material things, but also have a sense of social responsibility.

4. The dual goal of human resources development is ()

A. improve talents and enhance vitality. B. improve academic qualifications and increase welfare.

C. Raise awareness and exercise will D. Strengthen health care and enhance physical fitness.

5. The job series with exactly the same job nature is called ()

A. Post level B. Post level C. Post category D. Post system

6. The basis for the classification of posts, post groups and post departments is ()

A. Complexity and difficulty of work B. Degree of responsibility of work

C. Qualifications of required personnel D. Nature of work

7. In the enterprise human resources change forecast, the basic idea of Markov analysis method is ().

A. According to the current personnel structure of the enterprise, infer the future personnel change trend.

B. according to the production situation of the enterprise, predict the future trend of personnel changes.

C. find out the law of personnel changes in the past, and thus infer the future trend of personnel changes.

D. predict the future trend of personnel changes according to market changes.

8. Enterprises should focus on () when forecasting the supply of external human resources.

A. Key personnel B. General personnel C. Temporary workers D. Front-line workers

9. "Gold is not enough, no one is perfect" is reflected in the principle of selecting people ()

A.b. the principle of democratic centralism

C. The principle of individual differences D. The principle of having both ability and political integrity

10. People with the characteristics of "withdrawn personality, slow action, good at observing small things, slow action but lasting emotions and profound experiences" belong to ()

A. depressive B. mucinous C. sanguine D. bile

1 1. The effective working time for producing products refers to ()

A. pure working hours of workers

B. Time between work and work of workers

C. Workers' preparation time, operation time, meal and rest time

D. Workers stay in the enterprise all the time.

12. The essence of division of labor in the production process is ()

A. Labor simplification B. Labor specialization

C. Continuity of labor D. Individualization of labor

13. In the production process, it is the requirement of the production process () to maintain an appropriate proportion of the production capacity of each process.

A. continuity B. parallelism C. coordination D. intersection

14. The relationship between organizational culture and ideological and political work is ()

A. They cross and depend on each other. B.they are the same thing.

C. organizational culture is a supplement to ideological and political work, and there is no relationship between them.

15. "devil training" is a kind of ()

A. Internalization training B. Externalization reverse "frustration" training

C. Externalized physical training

16. Training with the main content of improving employees' analytical and decision-making abilities, written and oral communication skills and interpersonal skills belongs to ().

A. Skills training B. Knowledge transfer training

C. Attitude change training D. Working method improvement training

17. In nature, the personnel training of administrative organs, enterprises and institutions belongs to ().

A. General education B. School education C. Continuing education D. Basic education

18. The absolute standard evaluation is ()

A. measure all people by the same standard

C. Measure all people with different scales D. Measure people in the same position with different scales.

19. Stimulate people's initiative through inspiration and induction, so that their enthusiasm for work is based on a high degree of consciousness and their inherent potential is brought into play. This form of motivation is called ()

A. Positive incentives B. Negative incentives C. Internal incentives D. External incentives

20. Pre-incentive is to announce task indicators and corresponding rewards and punishments before the start of work. This kind of incentive is mainly applicable to ()

A. projects with long construction period and arduous tasks. B. projects with long work cycle and relatively clear tasks.

C. Projects with short work cycle and clear tasks D. Projects with short work cycle and unclear tasks

2 1. When a person's behavior does not meet the needs of society, the incentive factor is ()

A. Internal incentives B. External incentives C. Positive incentives D. Negative incentives

22. As a means of distribution of personal consumer goods, the only basis for its distribution is ().

A. Effective working hours B. Advantages and disadvantages of working environment and conditions

C. The level of technical and business skills of workers D. The size of the fruits of workers' labor

23. In the case of wage system, the salary that can reflect the quantity of goods and services that employees can actually exchange is ().

A. Monetary wages B. Nominal wages C. Real wages D. Real wages

24. Public welfare refers to ().

A. Social welfare requirements

B. Benefits required by law

C. Benefits requested by employees

D. Benefits provided by the organization according to its own development needs

25. In the process of labor, the main measure to prevent casualties and occupational diseases is ().

A. Strengthening welfare benefits B. Improving working conditions

C. improve employees' awareness of self-protection. D. Protection of workers' rights and interests

26. "Goal consistency theory" holds that when personal goals are consistent with organizational goals, people will not flow. Put forward this theory is ()

A. American psychologist Cook B. American management scientist Drucker

C. Japanese scholar Yoshiro Nakamatsu D. American psychologist Lei Wen

27. American scholar Katz, through the study of organizational life, thinks that the best organizational age zone with the highest level of information communication and the most achievements is ().

A.0.5-3 years B. 1-3.5 years

C.2-6 years D. 1.5-5 years

28. At present, the type of endowment insurance implemented in most countries in the world is ().

A. Compulsory savings endowment insurance B. National overall social insurance

C.d. Child support pension

29. China's "Regulations on Unemployment Insurance" stipulates that the payment of unemployment insurance benefits is determined according to the continuous working hours of employees in enterprises before unemployment. For those who have worked continuously 10 years or more, the longest period for receiving unemployment insurance benefits is ().

A.1February B.24 C.1August D.30

30. The labor dispute arbitration commission shall implement the legal system of () termination for each labor dispute.

A. One award B. Two awards C. Three awards D. Four awards

2. Multiple-choice questions (this big question is ***5 small questions, 2 points for each small question, * *10). Two to five of the five options listed in each small question meet the requirements of the topic. Please fill in the letter before the correct option in the brackets after the question. Multiple choices, fewer choices, and wrong choices all have no scores.

3 1. The basic principles of human resource management include ()

A. the principle of investment appreciation B. the principle of complementary force C. the principle of incentive strengthening

D. Principle of individual difference E. Principle of dynamic adaptation

32. Enterprises can recruit personnel through the following channels: ()

A. advertising B. employment service C. headhunting company

D. Colleges and various vocational and technical schools E. Self-recommendation and self-recommendation

33. The personnel incentive mechanism includes the following contents ()

A. Incentive opportunity B. Incentive frequency C. Incentive degree

D. Incentive depth E. Incentive breadth

34. In the performance appraisal, the evaluation angles of factor evaluation method mainly include: ()

A. Self-evaluation B. Peer evaluation C. Subordinate evaluation

D. Direct leader evaluation E. Customer evaluation

35. According to the "Provisional Regulations on State Civil Servants", the types of rewards for civil servants in China are: ()

A. Award B. Remember Class III merit C. Remember Class II merit

D. remember the honorary title of the first-class merit award

Part II Non-multiple choice questions

Three. Noun explanation (this big title is ***4 small questions, 3 points for each small question, *** 12 points)

36. Human resources development

37. Appointment system

Ability to work.

39. Simulation teaching method

Four, short answer questions (this big topic ***5 small questions, each small question 4 points, ***20 points)

40. Briefly describe the conditions for enjoying unemployment insurance benefits.

4 1. "A good horse can take risks, but its fields are not as good as cattle. A strong car can carry heavy loads, and crossing the river is not as good as a boat. " What enlightenment do these poems have on our work of selecting and employing people?

42. Briefly describe the methods to solve the "frustration" psychology of organization members.

43. Briefly describe the task of personal protection.

44. Briefly describe the meaning of the principle of combining regular assessment with continuous assessment in performance appraisal.

Verb (abbreviation of verb) discusses the problem (this big problem is ***2 small problems, each small problem 14 points, ***28 points).

45. Please describe the meaning of personnel compensation and the principles that organizations should follow when formulating personnel compensation.

46. On the role of human resources in the process of social wealth creation.

Human resource management exam 1 answer

First, 20 multiple-choice questions (65438+ 0 points for each question);

This is a good example.

Second, multiple-choice questions 15 (2 points for each question);

ABC、ABC、ABC、AB、ACD、BCD、ABCD、ABCD、ABC、ABCD、BCD、ABCD、ACD、CD、ABC

Third, 14 questions (65438+ 0 point for each question);

1. Error 2. Error 3. Correct 4. mistake

5. error 6. Correct 7. Correct 8. mistake

9. Correct 10. Correction 1 1. Correct 12. Mistake.

13. Correct 14. correct

4. Six short answer questions (4 points for each question);

1. Contents of the statement of work. ① General situation of work: including job name, job number, department to which the work belongs, job level, work place, etc. ② Work objectives and tasks; (3) scope of responsibilities (or work activities and procedures); ④ Physical working environment: temperature, light, humidity, noise, safety conditions, etc. The name of the workplace; ⑤ Working social environment. Including the number of working groups and their related relationships, the number and degree of interpersonal communication needed to complete the work; Relations with various departments, etc. The content of the work specification. General requirements: including age, gender, education and work experience; ② Physiological requirements: including health status, strength and physical strength, flexibility of exercise and sensitivity of sensory organs; (3) Psychological requirements: the psychological elements required for the incumbent to be competent for the job.

2.① The external labor market; ② People's awareness of employment; ③ Attractiveness of enterprises; ④ Analysis of existing human resources; (five) the flow of personnel; 6. Personnel quality.

3.① Select the interviewer. ② Clarify the interview time. ③ Understand the applicant's situation. 4 Prepare interview materials. ⑤ Arrange the interview place.

4. Halo effect, logical error, recent error, primary effect, contrast effect, spillover effect and leniency tendency.

5. Select the position to be investigated, determine the scope of investigation, conduct actual investigation and analyze the results.

6. The enterprise staff training system includes: training service system; Induction training system; Training incentive system; Training evaluation system; Training reward and punishment system; Training risk management system.

5. Analysis and Design Question 2 (8 points for each question);

1. Explain with the theory of human resources development and training.

2.( 1) Analyze the main problems existing in employee performance appraisal, such as the selection of appraisal indicators, appraisal methods, and the artificial linkage between performance appraisal results and salary. Therefore, the company's personnel flow and employee relations are tense.

(2) The assessment plan should include the following contents: a. Managers should adopt gender-oriented and quality-oriented assessment methods, and salespeople should adopt result-oriented, behavior-oriented and quality-oriented assessment methods; B. explain the main indicators and standards of evaluation (list description);

C. explain the specific steps and requirements of performance appraisal.

Six, two essay questions (8 points each).

1. Human resource management is a new type of personnel management developed on the basis of traditional personnel management. Compared with traditional personnel management, human resource management has the following characteristics:

First, people-oriented

Second, regard manpower as capital,

Third, put human resources development in the first place.

Fourth, human resource management has risen to the height of organizational strategy.

Fifth, the human resource management department is regarded as the production and benefit department.

2. The development of human resource management in China is only ten years. After the founding of People's Republic of China (PRC), with the completion of socialist transformation, China established a socialist system and determined the economic system of planned economy. In line with the economic system, China implements the employment system of "all-in-one contract and all-in-one distribution", and enterprises have no autonomy in employing people, so they can't recruit the required personnel by themselves: personnel can only enter and leave, and there is no normal exit mechanism; At the same time, in the enterprise, there is no assessment of workers' work, and everyone does well and poorly, so do one more; There is a serious egalitarianism in wage distribution, which has nothing to do with job performance and jobs; Personnel management still stays in the stage of simple file management and data statistics, which is far from modern human resource management; At the same time, people generally don't have the concept of "human resources", so it can be said that China in this period.

There is no real "human resource management".

Since the Third Plenary Session of the Eleventh Central Committee of the Communist Party of China, especially after the reform and opening up, with the deepening of China's economic system reform, the labor and personnel work of state-owned enterprises is also making continuous progress. After 1979, the State Council issued a series of documents on expanding the autonomy of state-owned enterprises' operation and management, gradually relaxing the scope of responsibilities and authority of enterprise personnel management, and allowing enterprises to decide their own institutional settings according to the principle of streamlining and improving efficiency and actual needs within the limits; Have the right to choose the best employees according to the national labor plan indicators; Have the right to reward and punish employees according to their performance; Those who seriously violate labor discipline, violate rules and regulations, refuse to change after repeated instruction, and cause great economic losses may be dismissed.

1988 In September, "ILO Asia Human Resource Development Network, China Human Resource Development Research Center" was established and the first academic research conference was held in Guiyang, marking the beginning of China's theoretical research on human resource management. Since then, the editorial board of Human Resources Development Series, Guangming Daily and other units have held a theoretical seminar on human resources development, and discussed the basic concepts and ideas of human resources management. The theory of human resource management began to spread in China. 1992, the College of Labor and Human Resources of China Renmin University renamed the personnel management teaching and research section as the human resources management teaching and research section. 1993, the personnel management major was changed to the human resources management major, and the first undergraduate course of human resources management was enrolled in China, which was a milestone in the development of human resources management in China, marking the professional stage of human resources management development in China.

At present, the development of human resource management in China can be said to be the coexistence of opportunities and challenges, which requires the joint efforts and active exploration of theoretical and practical workers of human resource management in order to continuously improve the theoretical and practical level of human resource management in China.