时间:2012-04-29 22:48:35
A. There is an increase of the service industry in the U.S. economy.
B. There is no change in manufacturing industry.
C. Manufacturing-intensive jobs are being replaced by knowledge-intensive high tech manufacturing.
D. Heavy manufacturing jobs are becoming more high tech.
4. From this passage, we can infer that .
A. The contribution of human capital to most firms’ success is surpassing the one of physical capital.
B. Knowledge workers can be managed as same as manual and clerical workers.
C. Knowledge workers can be still ordered around and closely monitored.
D. Human resource management systems and skills needn’t be modified for knowledge workers.
5. The best title for this passage might be .
A. Human capital
B. Knowledge work
C. Knowledge work and human capital
D. Knowledge management
Answer:
1.A 2.D 3.B 4.A 5.C
（二）149150
How do we eva luate an employee’s performance? That is, what are the specific techniques for eva luation? The following reviews the major performance eva luation methods.
WRITTEN ESSAYS Probably the simplest method of eva luation is to write a narrative describing an employee’s strengths, weaknesses, past performance, potential, and suggestions for improvement. A good or bad appraisal may be determined as much by the eva luator’s writing skill as by the employee’s actual level of performance.
CRITICAL INCIDENTS Critical incidents focus the eva luator’s attention on those behaviors that are key in making the difference between executing a job effectively or ineffectively. That is, the appraiser writes down anecdotes that describe what the employee did that was especially effective or ineffective. The key here is that only specific behaviors, and not vaguely defined personality traits, are cited. A list of critical incidents provides a rich set of examples from which the employee can be shown those behaviors that are desirable and those that call for improvement.
GRAPHIC RATING SCALES One of the oldest and most popular methods of eva luation is the use of graphic rating scales. In this method, a set of performance factors, such as quantity and quality of work, depth of knowledge, cooperation, loyalty, attendance, honesty, and initiative, are listed. The eva luator then goes down the list and rates each on incremental scales.
Why are graphic ratings scales so popular? Though they don’t provide the depth of information that essays or critical incidents do, they are less time-consuming to develop and administer. They also allow for quantitative analysis and comparison.
BEHAVIORALLY ANCHORED RATING SCALES Behaviorally anchored rating scales combine major elements from the critical incident and graphic rating scale approaches: the appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general description or traits.
Behaviorally anchored rating scales specify definite, observable, and measurable job behavior. Examples of job-related behavior and performance dimensions are found by asking participants to give specific illustrations of effective and ineffective behavior regarding each performance dimension. These behavioral examples are then translated into a set of performance dimensions, each dimension having