Human resources examination paper

I. True or false questions (2 points for each question, 20 points for * * *)

1, the preparation of human resources planning does not necessarily need to consider the financial budget. (error)

2. Welfare can be paid in kind or deferred. (right)

3. If workers are arranged to work on statutory holidays and cannot take compensatory holidays, the employer shall pay no less than 300% of the salary. (right)

4. Once an employee is recruited by an enterprise, it belongs to a completely dominated resource. (error)

5. For carriers of infectious diseases, the employer may refuse to employ them on this ground. (error)

6. Human resource planning should enable organizations and individuals to gain long-term benefits. (right)

7. If requested by the applicant, the organization must return the application materials to the applicant. (right)

8. The principle of quality assurance in recruitment means that enterprises should choose the talents with the highest quality and the best quality when recruiting personnel. (error)

9. On-site training for new employees can engage in the current work under the guidance of senior employees. (right)

10, paid vacation, is not the content of enterprise welfare. (error)

Second, multiple-choice questions (4 points for each question, ***20 points)

1, the following statement is true: (ABCD)

A. Human resource planning should focus on the future production and operation activities of enterprises;

B. Human resource planning should ensure that enterprises can obtain all kinds of needed talents in the required time and position;

C. Human resource planning should make organizations and individuals gain long-term benefits.

D. human resource planning is the concrete implementation of human resource strategic objectives.

2. The statement of work should be accurate, standardized and clear. Specific requirements: (ABCD)

A. pay attention to the accuracy of words; B. the characteristics of the work should be specified;

C. a uniform format should be used; D. the design of the statement of work should be practical.

3. The main principles of salary management are: (ABC)

A. External competitiveness B. Internal equity

C. support the company's strategy D. strive to maintain the highest level in the industry.

4. The legal types of labor contracts are: (ABC)

A. fixed-term labor contract B. non-fixed-term labor contract

C. Labor contracts with the completion of tasks as the deadline

5. If the labor contract is dissolved or terminated under any of the following circumstances, the employer shall pay economic compensation to the employee: (AC)

A. The employer proposes to terminate the labor contract with the employee and reaches an agreement with the employee to terminate the labor contract.

B. When the labor contract expires, the employer maintains the conditions stipulated in the labor contract to renew the labor contract, and the employee refuses to renew and terminate the fixed-term labor contract;

C the employer is declared bankrupt according to law and the labor contract is terminated;

D. The employee is not competent for the job, and the employer terminates the labor contract after training or job adjustment;

Three, short answer questions (each question 10, ***40 points)

1, the basic content of human resource management?

(1). Strategic planning of human resources

In order to adapt to the changes of internal and external environment, according to the overall development strategy of the enterprise and fully considering the expectations of employees, the enterprise has formulated a programmatic long-term plan for human resource development and management.

(2) Basic business of human resource management

Job analysis and job evaluation are the basic work of enterprise human resource management.

(3). The core business of human resource management

Including recruitment, training, performance appraisal and salary management.

(4) Other work of human resource management.

Enterprise human resource management also includes other daily business contents, such as personnel statistics, employee health and safety management, personnel attendance, personnel file management, employee contract management, etc.

2. What principles should enterprises follow when recruiting employees?

(1). Open recruitment principle: announce the recruitment unit, type, quantity, qualifications and conditions, examination subjects, methods, time and place to the public through newspapers or other means.

(2) The principle of mutual competition: identify the advantages and disadvantages and determine the candidates through competitive means such as examination and assessment.

(3) The principle of equal treatment: treat all applicants equally, and select and hire outstanding talents in all aspects without sticking to one pattern.

(4) The principle of using talents according to ability, talent, work intensity or difficulty, job requirements, etc. And treat them differently, so that people can make the best use of their talents and their strengths.

(5) Principle of comprehensive investigation: Conduct comprehensive examination, assessment and investigation on the moral character, knowledge, skills, intelligence, psychology, work experience and past performance of the candidates, so as to judge whether the candidates can effectively perform their post responsibilities and how their development prospects are.

(VI) Principle of merit-based admission: According to the examination results of candidates, a comprehensive assessment conclusion is made, and excellent candidates are selected according to the employment standard of "survival of the fittest".

(7) Pay attention to the principle of efficiency: flexibly choose the appropriate recruitment form according to different recruitment requirements, and hire high-quality employees at the lowest possible recruitment cost;

(8) Law-abiding business principle: employees must abide by the labor law and other national laws, regulations, policies and regulations.

3. What principles should be followed to conduct personnel performance appraisal correctly and accurately?

(1) principle of openness: let the examinee know the procedures, methods and time of assessment, and improve the transparency of assessment.

(2) The principle of objectivity: evaluate and investigate based on facts to avoid the influence of subjective assumptions and personal emotional factors.

(3) Open communication principle: through the communication between the evaluator and the appraisee, the problems and deficiencies existing in the appraisee's work can be solved.

(4) Difference principle: The assessment contents of different types of personnel should be different.

(5) Routine principle: the assessment work will be incorporated into the daily management and become a routine management work.

(6) Developmental principle: The purpose of assessment is to promote the development and growth of personnel and teams, not to punish them.

(7) Three-dimensional evaluation principle: enhance the reliability and validity of the evaluation results.

(8) The principle of timely feedback: it is convenient for the assessed to improve their performance, and the evaluator can adjust the evaluation method in time.

Please briefly describe the steps of career planning?

(1) Determine your ambition.

(2) self-assessment.

(3) Analysis of internal and external environment.

(4) the choice of occupation.

(5) the choice of career path.

(6) Set career goals.

(7) formulate action plans and measures.

(8) Evaluation and adjustment.

Four, case analysis questions (20 points for each question, ***20 points)

Luo Yun has been the regional manager of Tianlong Aviation Food Company for almost a year. He is responsible for 10 supply stations, and each station has 1 director, who is responsible for sales and service to customers within a certain range.

Q: Is Luo Yun's evaluation of the performance of the old horse reasonable? Is there a convincing reason why the old horse is not convinced? Explain why.

A: It's not appropriate for Luo Yun to score points for an old horse. Obviously, the score is a little low.

The old horse is not convinced and has convincing reasons. First of all, the standard and content of evaluation are not clear and specific; Secondly, the evaluation results failed to fully reflect the work performance of the old horse.