时间:2012-04-29 22:44:10
C. Work study techniques for direct workers can be combined with ratio-trend analysis to calculate the number of indirect workers needed.
D. Forecasting skill requirements is largely a matter of managerial judgement.
5. This article might most likely be extracted from the paper about .
A.human resource planning
B.recruitment and replacement
C.compensation and incentive
D.training and development
Answer:
1.D 2.B 3.C 4.B 5.A
（二）190192
Flexible benefits allow employees to pick and choose from among a menu of benefit options. The idea is to allow each employee to choose a benefit package that is individually tailored to his or her own needs and situation. They replace the traditional “one-benefit-plan-fits-all” programs that have dominated organizations for fifty years.
The average organization provides fringe benefits worth approximately forty percent of an employee’s salary. But traditional benefit programs were designed for the typical employee of the 1950s – a male with a wife and two children at home. Less than ten percent of employees now fit this stereotype. Twenty-five percent of today’s employees are single and a third are part of two-income families without any children. As such, these traditional programs don’t tend to meet the needs of today’s more diverse workforce. Flexible benefits, however, do meet these diverse needs. An organization sets up a flexible spending account for each employee, usually based on some percentage of his or her salary, and then a price tag is put on each benefit. Options might include inexpensive medical plans with high deductibles; expensive medical plans with low or no deductibles; hearing, dental, and eye coverage; vacation options; extended disability; a variety of savings and pension plans; life insurance; college tuition reimbursement plans; and extended vacation time. Employees then select benefit options until they have spent the dollar amount in their account.
Giving all employees the same benefits assumes all employees have the same needs. Of course, we know this assumption is false. So flexible benefits turn the benefits’ expenditure into a motivator.
Consistent with expectancy theory’s thesis that organizational rewards should be linked to each individual employee’s goals, flexible benefits individualize rewards by allowing each employee to choose the compensation package that best satisfies his or her current needs. That flexible benefits can turn the traditional homogeneous benefit program into a motivator was demonstrated at one company: Eighty percent of the organization’s employees changed their benefit packages when a flexible plan was put into effect.
1. Organizations had been using the “one-benefit-plan-fits-all” programs for years.
A.30
B.40
C.50
D.60
2. According to the passage, of today’s employees are single and are part of two-income families without any children.
A.1/4,1/3
B.1/3,1/4
C.1/5,1/3
D.1/4,1/2
3. Benefit options employees can select include the following except .
A. inexpensive medical plans with high deductibles
B. expensive medical plans with high deductibles
C a vari