Soft skills is a sociological term relating to a person's IQ in human resource management.

What is the main idea of the passage?

A．American firms' human resource management strategies affect their competitive capacity.

B．Human resource management is a key factor in a fu-m's survival.

C．The cost of work training in America is higher than that in Japan and Germany.

D．American firms are different from Japanese and German firms in human resource management.

What is the main idea of the passage?

A．American firms' human resource management strategies affect their competitive capacity.

B．Human resource management is a key factor in a firm's survival.

C．The cost of work training in America is higher than that in Japan and Germany.

D．American firms are different from Japanese and German firms in human resource management.

What is the main idea of the passage?

A．American firms' human resource management strategies affect their competitive capacity.

B．Human-resource management is a key factor in a firm's survival.

C．The cost of Work training in America is higher than that in Japan and Germany.

D．American firms are different from Japanese and German firms in human-resource management.

Some Knowledge about Human Resources Management

The Human Resources Management (HRM) function includes a variety of activities, and the key them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing (31) performance issues, and ensuring that your personnel and management practices conform (32) various regulations. Activities also include managing your approach (33) employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part-time or full-time help. (34) they should always ensure that employees have and are aware (35) personnel policies which conform. to current regulations. These policies are often in the (36) of employee manuals, which all employees have.

Note (37) some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development). Those people might include HRM in HRD, explaining that HRD includes a broader (38) of activities to develop personnel inside of organisations, including career development, training, organisation development, etc. There is a long-standing argument about where HR-related functions should be organised over large organisations.

The HRM function and HRD profession have undergone tremendous change (39) the past 20-30 years. Many years ago, large organisations looked to the Personnel Department, mostly to manage the paperwork around hiring and paying people. More recently, organisations consider the HR Department (40) playing a major role in staffing, training and helping to manage people so that people and the organisation are performing at maximum capability in a highly fulfilling manner.

(31)

Human resource management is the management of human resources.It is function in organizations designed to maximize employee ( ) in service of an employer's strategic objectives.

A.work

B.job

C.scope

D.performance

&8226;Read the article below about the importance of human resource (HR) management.

&8226;Choose the best sentence from the opposite page to fill each of the gaps.

&8226;For each gap (8-12), mark one letter (A-G) on your Answer Sheet.

&8226;Do not use any letter more than once.

Human resource management

It is nearly a century since the car manufacturer Henry Ford said, 'You can destroy my factories and offices, but give me my people and I will build the business right back up again.' In the light of this statement, it is odd that people management has taken so many years to move up the agenda. But a few business theorists are beginning to argue that managing people well can add more to the bottom line than anything else.

Mike Manzotti, a leading American author in this area, has strong views about the growing importance of human resources in today's business world. (8) . A company with high staff commitment, for example, has an asset that its rivals find hard to copy. Research in Britain would appear to support this notion. A recent business school survey into the performance of eight multinationals found that people management could be the most decisive factor in a company's performance. Another study indicated the same thing in medium-sized manufacturing firms. (9) . After all, how can an organisation evaluate the commitment of its staff?

For this reason, the researcher George Hessenberg argues that a scientific approach is needed. He feels that when HR professionals suggest changing an organisation's compensation structure or being more selective in recruiting, they are asking for things that require resources. (10) .

Some new approaches are emerging that attempt to do just that, including the scheme devised by consultants Couze Jordan. The scheme, which covers communication, recruitment, and use of resources, predicts that significant improvements in these areas achieve an increase in shareholder value of up to 30 per cent.

Another programme, launched by James Lester, an independent human resources expert, approaches the problem from a perspective that is designed to appeal to a wide range of managers. (11) . Both, he argues, involve appropriate decisions being made about the allocation of resources within a particular budget.

Lester's expertise enables him to carry out an organisational audit for his clients to identify which areas of HR are in most need of improvement. This is because there is no point in businesses spending large amounts without knowing if the investment is worthwhile. (12) . Lester's advice, however, is for companies to think twice before hiring people, since it is vital they assess whether they are getting value for money.

A But the findings are inconclusive because of the difficulty of collecting reliable evidence.

B He argues that the role of a skilled, motivated and flexible workforce has become more significant as traditional sources of competitive advantage diminish.

C For example, a common mistake is to spend a fortune on recruitment to cover up for deficiencies in training.

D However, most leading experts in the field believe that there is sufficient evidence to support this model of workplace dynamics.

E He compares the positive use of human resources to effective fund management, as this is something that senior executives can relate to.

F He believes, however, that the only way they will gain approval for these potentially expensive initiatives is to have some data that demonstrates positive financial benefits.

G In the light of this statement, it is odd that people management has taken so many years to move up the agenda.

(8)

When any non-human organ is transplanted into a person, the body immediately, recognizes it as______.

A．novel

B．stiff

C．distinct

D．foreign

Which of the following applies to the human resource management of American companies?

A．They hire people with the least possible money regardless of their skills.

B．They see skill gaining as their employees' own business.

C．They prefer to hire self-trained workers.

D．They only hire skilled workers because of keen employment competition.

根据以下内容回答题:

Hostility is the urge to harm another person or oneself in the expression of anger．Anger is an anxiety defense reaction to anything perceived as a physical or emotional threat to sectirity，status，or self-image．Because the need to feel worthy and respected is natural to human beings，and because life is filled with chaHenges，every person feels angry sometimes．But the expression of anger depends on an individual’S psychological make up，and can range from mild irritation to uncontrolled great anger． Internal psychological factors are the sources of anger；environment"al factors bring these out by stimulating vulnerable areas conditioned by the peculiar emotional interpersonal relation-ships of individual childhood．If a baby receives hostility instead of the love and affection he or she craves，the baby defends himself or herself with anger：When his or her shows of anger constantly move others to more anger，he or she learns to repress his or her feelings．Repress-ing anger hides it and its causes from conscious awareness，and makes its expression unpredict-able，less easy to control，and more impulsive．Impulsive expressions of anger，therefore，indi-cate suppression of deep feelings．Explosive“letting off steam”is a way of convincing oneself and others of the seriousness of provocation and the power of anger．It also relieves the pressures of underlying anxiety to a more tolerable level． The strong energy of anger can be used in coristructive rather than destructive ways．It is healthy to release anger through non—injurious physical activity and the overcoming of frustration in achieving personal goals．By examining his or her feelings and reactions，a person can team to free himself or herself from the negative energy of anger．

It can be inferred from the passage that hostility in．the expression of anger is__________ ．

A.respectable

B.imaginable

C.dependable

D.unavoidable

What isn't the position of the head of human-resource management in an American firm?

A．He is one of the most important executives in the firm.

B．His post is likely to appear when new technologies are introduced.

C．He has no say in making important decisions in the firm.

D．He is not equal to the chief financial executive.