时间:2012-04-29 22:44:54
B. home-country eva luations
C. both home- and host-country eva luations
D. peer eva luations
10. Human capital of a firm include the following except .
A. the knowledge of a firm’s workers
B. skills of a firm’s workers
C. the expertise of a firm’s workers
D. the behavior of a firm’s workers
Answer:
1.A 2.C 3.D 4.A 5.C 6.A 7.B 8.D 9.C 10.D
三、阅读理解（每题3分，共30分）
（一）5758
The steps in doing a job analysis are as follows:
Step 1
Start by identifying the use to which the information will be put, since this will determine the type of data you collect and the technique you use to collect them.
There are many methods for collecting job analysis data; they range from qualitative interviews to highly quantified questionnaires. Some techniques - like interviewing the employee and asking the person what the job entails and what his responsibilities are - are uniquely suited for uses like writing job descriptions and selecting employees for the job. Other job analysis techniques such as position analysis questionnaires do not provide descriptive information for job descriptions, but do provide numerical ratings for each job; these can then be used to compare jobs with one another for compensation purposes. Your first step should therefore be to determine the use of the job analysis information. Then you can decide how to collect the information.
Step 2.
Next, review available information such as organization charts, process charts, the job descriptions. Organization charts show you how the job in question relates to other jobs and where it fits in the overall organization. The organization chart should identitify tile title of each position and, by means of its interconnecting lines, show who reports to whom and with whom the job incumbent is expected to communicate.
A process chart provides you with a more detailed understanding of the flow of work than you can obtain from the organization chart alone. In its simplest form, a process chart shows the flow of inputs to and outputs from the job under study.
Finally, the existing job description, if there is one, can provide a good starting point from which to build your revised job description.
Step 3
This step is necessary where many similar jobs are to be analyzed and where it is too time-consuming to analyze, say, the jobs of all assembly line workers.
Step 4
Your next step is to gather data on job activities, required employee behaviors, working conditions and human requirements (like the traits and abilities needed to perform the job). For this, you would use one or more of the job analysis techniques.
Step5
The job analysis provides information on the nature and functions of the job, and this information should be verified with the worker performing the job and the person’s immediate supervisor. Verifying the information will help to determine if it is factually correct, complete, and easily understood by all concerned. And this ‘review’ step can help gain the person’s acceptance of the job analysis data you collected by giving that person a chance to modify your description of the activities he or she performs.
1. The best title of this article might be .
A. methods for job analysis
B. steps in job analysis
C. methods for collecting job analysis data
D. steps for collecting job analysis data
2. Which of the following isn’t a method for collecting