HR三级英语阅读理解 1
一. The incidence of and rationale for human resource planning
Although the notion（概念）of human resource planning is well established in（立足于）the HRM vocabulary（词汇）, it does not seem to be commonly practiced （常用的）as a key HR activity. As Rothwell (1995) suggests, ―apart from isolated（单独的） examples, there has been little research evidence（证明） of increased use or of its success‖. She explains the gap between theory and practice as arising from:
虽然人力资源规划的概念是立足于人力资源管理中的词汇，它并不是一个常用的实践作为一个关键的人力资源管理活动。作为罗斯维尔（1995）认为，“除了孤立的例子，很少证据能证明它的作用在增长或是它的成功”。她解释了理论和实践之间的差距产生的原因：
●The impact of change and the difficulty of predicting the future –―the need for planning may be in inverse proportion （反比例）to its feasibility‖（可行性）;
●The ―shifting kaleidoscope‖ of policy priorities（优先） and strategies(战略) within organizations; ●The distrust displayed by many managers of theory or planning – they often prefer pragmatic（实用的） adaptation to conceptualization（概念化）;
●The lack of evidence that human resource planning works.
● 变化的影响和难以预测未来的难度——规划的必要性与可行性成反比”；
●“移动万花筒”政策的优先顺序和策略在组织内；
● 许多经理们对理论或者规划表现出不信任–他们通常喜欢把适应的具有实用性的概念；
● 证据表明，人力资源规划工作的缺乏。
Be that as it may, it is difficult to reject out of hand the belief that some attempts should be made broadly to forecast future human resource requirements as a basis for planning and action. On the basis of research conducted by the Institute for Employment Studies, Reilly(1999) has suggested a number of reasons why organizations choose to engage in some forms of human resource planning. These fall into the following three groups.
尽管如此，这还是一个很难拒绝的信念，一些人试图把更对未来人力资源更广泛的预测变为行动和计划的基础。在就业研究所的研究基础上，蕾莉（1999）提出了组织选择进行人力资源规划一系列的原因。这些分为以下三种：
1. Planning for substantive reasons, that is, to have a practical effect by optimizing the use of resources
and /or making them more flexible, acquiring and nurturing skills that take time to develop, identifying potential problems and minimizing the chances of making a bad decision.
1．因为客观原因进行的规划。换句话说就是通过优化资源和/或使他们更灵活让规划有实际效果，需要时间来发展的获取和培养的技能，识别潜在的问题，以及最大限度地减少做出糟糕决策的机会。
2. Planning because of the process benefits, which involves understanding the present in order to confront
the future, challenging assumptions and liberating thinking, making explicit decisions which can later be challenged, standing back and providing an overview, and ensuring that long-term thinking is not driven out by short-term focus.
2. 因为利益进行规划。这包括了解目前为了面对未来，挑战假设，解放思想，作出明确的决定，
以后可以挑战，回顾以前作出总结，并确保长期的思考是不是短期的目标。
3. Planning for organizational reasons, which involves communicating plans so as to obtain support /
adherence to them, linking HR plans to business plans so as to influence them, regaining corporate control over operating units, and coordinating and integrating organizational decision-making and actions.
3. 因为组织的原因进行规划，包括对计划进行沟通以获得支持并且执行，把人力资源规划与企业规划结合起来并且影响它，恢复企业控制权的经营单位，协调和整合组织决策和行动。
1. According Rothwell (1995), the gap between human resource planning theory and practice arised from the following except : D A. the impact of change and the difficulty of predicting the future A.变化和预测未来的困难度的影响
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HR三级英语阅读理解 2
B. the dramatic change of policy priorities and strategies within organizations 在组织的政策和策略的戏剧性的变化
C. the distrust displayed by many managers of theory or planning 通过理论或规划的许多管理人员显示的不信任
D. the redundance of evidence that human resource planning works D.人力资源规划工作的冗余
2. According to the passage, which of the following statements is true?. C A. The definition of human resource planning is not well established. A.人力资源规划的定义是不成立的。
B. Rothwell (1995) suggests there has been no example of success about human resource planning. B.罗斯维尔（1995）表明，没有关于人力资源规划的成功范例。
C. Human resource planning does not seem to be commonly practiced as a key HR activity.
C.人力资源规划似乎并没有普遍实行，一个关键的人力资源活动。
D. The gap between human resource planning theory and practice is very small. 人力资源规划理论与实践之间的差距是非常小的。
3. Reilly (1999) has suggested a number of reasons why organizations choose to engage in some forms of human resource planning, but which of the following is not included? A A. p lanning has a theoritical effect by optimizing the use of resources A.规划，优化资源的使用有一个理论的影响
B. planning can be used to identify potential problems and minimize the chances of making a bad decision B.规划可以用来识别潜在的问题和减少做出糟糕决策的机会
C. planning involves understanding the present in order to confront the future C.规划涉及理解现在为了面对未来 D. planning for organizational reasons D.规划组织的原因
4. About the human resource planning process benefits, the author of this passage might disagree that .
4.对人力资源规划过程的好处，这篇文章的作者可能不同意。 B A. It can challenge assumptions. A.它可以假设的挑战。
B. It can minimize the chances of making a bad decision. 它可以减少做出糟糕决策的机会。 C. It can liberate thinking.
它可以解放思想。
D. It can ensuring that long-term thinking is not driven out by short-term focus. 这可以确保长期的思考是不是短期集中逐出。
5. From this passage, we can infer that： A A. We should forecast future human resource requirements as a basis for planning and action. 我们应该为规划和行动的基础未来人力资源需求预测。 B. There is no evidence that human resource planning works. 没有证据表明，人力资源规划有用。
C. There is no use for human resource planning. 没有使用的人力资源规划。
D. There is no organizational reasons for human resource planning. 在人力资源规划的无组织的原因。
Answer:1.D 2.C 3.A 4.B 5.A 2
HR三级英语阅读理解 3
二、 The labor market context for human resource planning
The context for obtaining the people required will be the labor markets in which the organization is operating which are:
本文讲的是将来企业为了得到运营所需要的人的主要途径将会是劳动力市场
1. The internal labor market- the stocks and flows of people within the organization who can be promoted, trained, or re-deployed to meet future needs.
1. 内部劳动力市场--组织内的人可以提升，企业内部人力资源的的储备和流动，可以被提升的、培训或者调配岗位为了未来的发展
2. The external labor marker- the external local, regional, national and international markets from which different sorts of people can be recruited. There are usually a number of markets, and the labor supply in these markets may vary considerably. Likely shortages will need to be identified so that steps can be taken to deal with them, for example by developing a more attractive ?employment proposition‘.
2.外部劳动力市场--外部的地方、区域、国家和国际市场中不同类型可以招募的人。通常有大量的市场，在这些市场的劳动力供给可能有很大的不同。可能的不足都需要确定，可以采取措施来对付他们，例如通过开发一个更具吸引力的就业命题。
As part of the human resource planning process, an organization may have to formulate ?make or buy‘ policy decisions. A ?make‘ policy means that organization prefers to recruit people at a junior level or as trainee, and rely mainly on promotion from within and training programs to meet future needs. A ?buy‘ policy means that more reliance will be placed on recruiting from outside- ?bringing fresh blood into the organization‘. In practice, organizations tend to mix the two choices together to varying degrees, depending on the situation of the firm and the type of people involves. A highly entrepreneurial company operating in the turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment. When dealing with knowledge workers, there may be little choice—they tend to be much more mobile, and resourcing strategy may have to recognize that external recruitment will be the main source of supply. Management consultancies typically fall into this category. Firms which can predict people requirements fairly and accurately may rely more on developing their own staff once they have been recruited.
作为人力资源规划过程的一部分，一个组织可能是―制造或购买的决策。―制造‖的政策意味着组织更倾向于招募人处于初级阶段或实习，主要依靠晋升和培训计划，以满足未来的需求。―购买‖的政策意味着更多的依赖将被放置在从外部招聘-带来新鲜血液进入组织。在实践中，组织倾向于将两个选择不同程度的混合在一起，取决于企业所处的环境和人们的意愿。在湍流条件下操作的高度的创业公司，还是一个刚刚开始，可能几乎完全依赖外部招聘。在处理知识工人，可能有很少的选择，他们往往是更多的移动，资源的策略可能不得不承认外部招聘会是主要的供应源。管理咨询公司通常都属于这一类。公司可以预测人们的要求相当准确的可能更多地依赖于自己的员工，一旦他们被招募。
1. A ?make‘ policy means that organization prefers to promote people from . C A. regional labor market B. national labor market C. internal labor market D. international labor market
2. According to the passage, management consultancies. B A. are less mobile than people at a junior level B. should be recruited from external labor market C. should be promoted from within the organization D. are not knowledge workers
3. If a firm can predict people requirements fairly accurately, it may not： D 如果一个企业能相当准确地预测人们的要求，就不可能。 A. develop their own staff 开发企业内部员工 B. formulate training programs 建立培训项目
C. promote people from within the organization 提升内部员工
D. rely more on recruiting from outside 更多地依赖于从外部招聘组织
4. ?Make or buy‘ policy decision is a part of: A A. human resource planning
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HR三级英语阅读理解 4
B. training and development C. performance appraisal D. job analysis
5.The best title of this passage is : C A. The organizational context of human resource planning. B. Aims of human resource planning.
C. The labor market context for human resource planning D. Limitations of human resource planning
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HR三级英语阅读理解 5
三. Supply forecasting
Supply forecasting measures the number of people likely to be 供给预测是估算可能来自组织内部包括可能的损耗（劳available from within and outside the organization, having allowed for 和外部的人的数量，，缺勤，内部调动和晋attrition (labor wastage and retirements), absenteeism, internal movements 动力流失和退休）升，以及在工作时间和其他工作条件上的改变。预测将基于： ●对现有人力资源的数量上，对每个and promotions, and changes in hours and other conditions of work. The forecast will be based on: ● An analysis of existing human resources in terms of numbers in 职业的技能和潜力进行分析； each occupation, skills and potentials; ●预测现有的人力资源自然的损耗； ● Forecast losses to existing resources through attrition; ● Forecast changes to existing resources though internal promotions; ● The effect of changing conditions of work and absenteeism; ● Sources of supply from within the organization; ● Sources of supply from outside the organization in the national and local labor markets. Mathematical modeling techniques aided by computers can help in reliable data on stocks and flows be provided. As this is rarely the case, they are seldom used. ●预测现有资源因内部晋升的而引起变化； ●因工作和缺勤的作用而引起的变化； ●来源于组织内部的供给资源； ●来源于组织外部的国内以及国际劳动力市场的劳动力资源供给 数学建模技术，在对制备的存量和流计算机可以帮助供给预测，。这是很少的情况下，他们很少使用。 分析需求和供给预测，以确定是否有借助the preparation of supply forecasts in situations where comprehensive and 量是全面可靠的数据提供的情况下，The demand and supply forecasts can then be analyzed to determine 任何的赤字或盈余。这为招聘提供了基保留和不可避免的裁员计划。计算机whether there are any deficits or surplus. This provides the basis for 础，然而，它recruitment, retention and, if unavoidable, downsizing plans. 化的规划模型可以用于此目的。Computerized planning models can be used for this purpose. It is, however, not essential to rely on a software planning package. The basic 并不是依赖于一个软件包的规划。基本的预测计算可以用一个电子表格中进行，从每个职业进行计划，计算所需，如以下示forecasting calculations can be carried out with a spreadsheet which, for 例中的数量： each occupation where plans need to be made, sets out and calculates the 1.目前雇佣的 number required as in the following example: 1.Number currently employed: 70 2. Annual wastage rate based on past records. 10% 3. Expected losses during the year 7 4. Balance at end-year 63 5. Number required at end-year 75 6. Number to be obtained during year 12
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2. 根据过去的记录，每年的流失率 3. 年期间的损失期望 4. 年底平衡 5. 年底需要的人数 6. 数年才能获得的人数
