Human resource manager multiple choice model test

1. () is a method to compare the actual work performance of employees during the evaluation period with the objectives of the performance plan, and find out the gaps and deficiencies in the work performance.

A. Horizontal comparison method

B. Horizontal comparison method

C. longitudinal comparison method

D. Target comparison method

Answer d

The analysis-target comparison method is a method to compare the actual work performance of employees with the objectives of the performance plan during the evaluation period, and find out the gaps and shortcomings of work performance.

2. Scenario simulation test is mainly used for recruitment ()

A. Middle and lower managers

B. Middle and low-level technicians

C. middle and senior managers

D. senior technicians

Answer c

The analysis scenario simulation test is suitable for recruiting service personnel, clerks, managers and salespeople. However, due to its complicated design and time-consuming, this test method is widely used to recruit middle and senior managers.

3. The factors that affect employees' personal salary level do not include ()

A. Labor performance

B. The power of trade unions

C. Conditions of use

D. Employee skills

Answer b

The factors that affect employees' personal salary level include: labor performance, position or post, comprehensive quality and skills, working conditions, age and length of service. The strength of trade unions is a factor that affects the overall salary level of enterprises.

4. From the management form, modern human resource management belongs to ()

A. Static management

B. Emergency management

C. dynamic management

D. Authoritative management

Answer c

In terms of management form, traditional labor and personnel management belongs to static management, while modern human resource management belongs to dynamic management, emphasizing overall development.

5. () is the primary external condition that affects the strategic decision-making of enterprises.

A. Economic environment

B. Political and legal environment

C. technical environment

D. socio-cultural environment

Answer b

Analyzing the political and legal environment is the primary external condition that affects the strategic decision-making of enterprises. Including social system, government policies, the formulation and implementation of laws, war and peace.

6. () Including working hours, rest and vacation system, salary system, labor safety and health system and special protection system for female workers and underage workers.

A. Labor standard system

B. Legal system for promoting employment

C. Vocational training system

D. Social insurance and welfare system

Answer a

The analysis of labor standard system includes working hours, rest and vacation system, wage system, labor safety and health system and special protection system for female workers and underage workers.

7. The following statement about enterprise staffing standards is incorrect ()

A. The regulation of control scope can promote the enterprise to improve the staffing level.

B devices with specified control ranges suitable for different environments and conditions.

C Relative indicators can be used to specify the number of people in the labor ability standard.

D. the labor ability standard cannot adopt absolute personnel quantity index.

Answer d

According to the analysis, in the labor ability standard, the absolute (number) index can be used to specify the number of personnel, which is specific and clear; Relative (headcount) indicators can also be used to facilitate the proportional verification of headcount. Sometimes you can also specify the control range as needed. The specified control scope can be applied to units with different environments and conditions, and can also promote enterprises to improve their staffing level. The lower limit of the control range is the level that most enterprises can reach or exceed through their efforts, and the upper limit is the advanced level that most enterprises can reach through their efforts for a certain period of time.

8. () is not a measure of workload in performance appraisal.

A. Sales volume

B. utilization rate of working hours

C. Chip quantity

D. Monthly turnover

Answer c

Analysis In the performance appraisal, workload measurement indicators include man-hour utilization rate, monthly turnover, sales and so on. The measurement indicators of work quality include customer dissatisfaction rate, rejection rate, product packaging defect rate, customer complaint rate, unqualified repair rate, etc.

9. () Statistical summary of product time-consuming working hours is applicable to enterprises with short production cycle and small input batch.

A. put in batches according to products

B. Step by step according to the product parts.

C. Statistics by production unit and individual producer

D. according to key products, key parts and main working procedures.

Answer a

According to the statistics of product input batch, analyze and summarize the actual working hours, which is suitable for enterprises with short production cycle and small input batch; According to the process of product parts, the actual working hours of products are summarized, which is suitable for enterprises with relatively stable production, few product varieties and short production cycle; According to the statistics of key products, key parts and main processes, the actual working hours are summarized, which is suitable for enterprises with long production cycle, complex product structure and technological processing; According to the statistics of production units and producers, the actual working hours are summarized, which is suitable for enterprises with stable production and mass production.

10. () is to screen out those candidates whose background and potential are equivalent to the requirements of the scope of work.

A. File screening method

B. Academic qualifications screening methods

C. Preliminary screening method

D. Ability screening method

Answer c

The analytic preliminary screening method is a kind of qualification examination for whether the applicant meets the basic requirements of the post. The purpose is to screen out those candidates whose background and potential are equivalent to the requirements of the scope of work, and select those who participate in the follow-up selection from qualified candidates.

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