June 2008 HR Manager Assistant Examination Answer +065438+ 10.

professional ethics

1、C P7 2、D P35 3、A P40 4、A P84 5、A P99

6、C P 137 7、C P 166 8、D P 194 9、AD P27 10、AC P36

1 1、ABC P9 1 12、BCD P74 13、ABD P 145 14、ABC P 170 15、ACD P229

16、BCD P253 17、A 18、B 19、C 20、D

2 1、B 22、A 23、B 24、A 25、A

The second part is theoretical knowledge.

26、C P 18 27、A P22 28、A P39 29、B P40 30、C P48

3 1、A P83 32、D P 10 1 33、C P 109 34、A P 120 35、A P 140 36、D P 176 37、A P 190 38、A P5 39、B P6 40、C P2

4 1、B P 19 42、C P24 43、C P29 44、D P44 45、A P39

46、D P56 47、B P62 48、C P69 49、B P74 50、A P76

5 1、D P77 52、D P83 53、D P85 54、C P93 55、C P 104

56、A P 1 19 57、A P 132 58、B P 134 59、C P 136 60、B P 146

6 1、B P 149 62、B P 153 63、B P 156 64、D P 165 65、C P 17 1

66、A P 173 67、D P 18 1 68、D P 183 69、C P 19 1 70、C P206

7 1、D P2 10 72、D P2 13 73、C P228 74、D P230 75、D P243

76、B P265 77、B P268 78、B P27 1 79、C P277 80、C P279

8 1、B P283 82、B P292 83、A P293 84、D P306 85、C P3 13

86. Abe P4 87, ABCDE P24 88, ACDE P29 89, Abd P3 1 90, BDE P6 1

9 1、BDE P75 92、ABCDE P 123 93、BC P 165 94、ABC P 1 95、ABCD P2

96. Abd P2 1 97, ABCD P30 98, ABCD P4099, AE P55 100, ACDE P58.

10 1、ABCD P66 102、ABCDE P69 103、ACE P78 104、ABCDE P86 105、ACD P 108

106, ACDE P117107, BCD P 122 108, ABCDE P141/kloc.

1. Short answer questions (2 questions in this question, each small question 10)

1, scoring standard (10 score) P7

The work investigation design scheme shall include the following contents:

(1) Clarify the purpose of post investigation (2 points)

(2) determine the survey object and unit (2 points)

(3) Determine the investigation items (2 points)

(4) determine the questionnaire and fill in the instructions (2 points)

(5) Determine the time, place and method of investigation (2 points)

2. Scoring standard (10) P305

Factors to be considered in determining and adjusting the minimum wage standard;

(1) Minimum living expenses for the workers themselves and the average dependent population (2 points)

(2) the average social wage level (2 points)

(3) Labor productivity (2 points)

(4) Employment status (2 points)

(5) the difference of regional economic development level (2 points)

Second, the calculation problem

1, scoring standard p252( 14 points)

Table 1

Serial number Industrial enterprise labor cost composition (a) Amount (b)

Charged object (c)

(1) Wages, bonuses, allowances and subsidies of product producers 520

Manufacturing cost (1 min)

(2) The employee welfare fee for the product production workers is 4 1.6.

Manufacturing cost (1 min)

(3) Salary of production unit management personnel 24

Manufacturing cost (1 min)

(4) Welfare expenses for managers and employees of production units 2

Manufacturing cost (1 min)

(5) Labor protection fee 18

Manufacturing cost (1 min)

(6) The salary of the factory manager is 120.

Management cost (1 min)

(7) Welfare expenses for the factory director and manager 10.

Management cost (1 min)

(8) Staff education funds 36

Management cost (1 min)

(9) Pension, medical care, unemployment, work injury and maternity insurance premiums 188

Management cost (1 min)

(10) The salary of the sales staff is 2 10.

Sales expenses (1 min)

(1 1) Staff welfare expenses of the sales department 16

Sales expenses (1 min)

(12) technical school fee 360

Operating expenses (1 min)

(13) trade union funds 44

Management cost (1 min)

(14) Staff collective welfare facilities fee 36

Profit distribution (public welfare fund) (1 min)

Total 1625.6-

(2) Calculate the amount of labor cost charged in the three expenses:

① The labor cost included in the manufacturing cost is: 520+41.6+24+2+18 = 6.056 (ten thousand yuan) (2 points).

② The labor cost charged in the management fee is:120+10+36+188+44 = 398 (ten thousand yuan) (2 points).

③ The labor cost charged in the public welfare fund is: 36 (ten thousand yuan) (2 points).

Third, comprehensive analysis questions

1. Scoring standard: p6 1 P67-68(20 points).

(1)TZ holds a job fair in the H talent market, and the preparations to be made are as follows:

(1) Communication with the talent market in H, including the requirements of the talent market for job fairs and the need for help from the other party; (2 points)

(2) The propaganda work of job fairs can be publicized through newspapers and TV advertisements. And the news of the job fair can also be posted on your own website; (2 points)

(3) the preparation of recruiters, including the selection of recruiters, answering methods, clothing, etc. (2 points)

④ Prepare the materials and equipment used for recruitment, such as leaflets, application forms, computers, projectors and other equipment; (2 points)

⑤ Preparation of recruitment quota, including the selection and arrangement of quota. (2 points)

(2) When reviewing the application form in the initial stage, we should pay attention to the following questions:

① Pay attention to the objective contents of the application form; (2 points)

(2) to determine whether it meets the post qualification requirements and experience requirements; (2 points)

③ Judge the attitude of candidates; (2 points)

④ Pay attention to problems related to occupation; (2 points)

(5) indicate the suspicious place. (2 points)

2. Scoring standard: p115-160 (20 points).

(1) The irrationality of this training of Rb Company is as follows:

① The training needs of employees are not investigated and analyzed, resulting in unclear training objectives and employees' lack of understanding of training programs (2 points).

② There is no detailed training plan, which is reflected in the treatment of students, and there is no "institutional" regulation, which is not conducive to improving students' learning enthusiasm (2 points).

③ The training schedule is unreasonable, and the training is conducted on Friday night, and the trainees are "absent-minded", which affects the training effect (2 points).

④ Failure to monitor the whole training process, and failure to find and solve problems in time (2 points)

⑤ The training work summary is insufficient, and the training effect (result) has not been evaluated (2 points).

(2) As the HR manager of RR Company, I should do the following in this training:

(1) First, analyze the training needs, understand the employees' understanding of quality supervision training, and understand the employees' opinions and requirements on quality management training. (2 points)

(2) Make a training plan, make a training fee budget, and reasonably determine the training time, place and venue, as well as the equipment and facilities that need to be configured; (2 points)

③ Select appropriate managers to monitor the whole training process and find and solve problems in time (2 points).

(4) At the end of the training, train and assess the trainees to understand the training effect (2 points).

⑤ Summarize the whole training process and results, keep the advantages, kick out the problems and deficiencies, and accumulate experience for the next training (2 points).

3. Scoring standard: P 199(20 points)

(1) The financial department is not suitable for performance appraisal by hard allocation.

The reason is:

① The forced distribution method assumes that the overall work behavior and performance of employees in an organization are normally distributed, so according to the normal distribution law, there is a certain proportional relationship between the distribution of good, medium and poor work behavior and performance of employees, and the middle employees should be the most, and there are not a few good and poor employees.

As can be seen from the case, the work behavior and performance of employees in the financial department do not conform to the normal distribution, and the gap between employee performance is very small, which does not have the premise of implementing mandatory distribution.

(2) Advantages and disadvantages of this method.

(1) can avoid the evaluator being too strict or too tolerant and overcome egalitarianism.

② The scope of application is limited. This method is not suitable if the ability of employees is biased.

③ Employees can only be divided into a limited number of categories, and it is difficult to compare the performance gap of each employee.

④ It can't provide accurate and reliable information for diagnosing the problems existing in the work of organizations and employees.