HR三级英语阅读理解 6
1. The word -“attrition” in the first paragraph means D . A. retention rates B. supply from within the organization
C. supply from outside the organization D. labor wastage and retirements
2. According to the passage, forecasting the future supply of people should be based on the following except B . A. forecast losses to existing resources through attrition
B. forecast changes to existing resources through external movements C. the effect of changing conditions of work D. sources of supply from external labor markets
3. The author of this passage might disagree that C . A. The demand and supply forecasts can be analyzed to determine whether there are any deficits or surplus. B. The demand and supply forecasts can provide the basis for recruitment, retention. C. The demand and supply forecasts can‘t provide the basis for downsizing. D. A spreadsheet can be used for demand and supply forecasting.
4. In a company, if people currently employed are 300, annual wastage rate is 20%, and number required at end-year is 350, then the company should recruit B . A.100 B.110 C.120 D.130
5. This passage may be extracted from the paper about A . A. human resource planning B. training and development
C. recruitment and replacement D. international human resource management
Answer:1.D 2.B 3.C 4.B 5.A
6
HR三级英语阅读理解 7
四．The labor turnover index
The labor turnover index (sometimes referred to as employee or labor 劳动营业额指数（有时称为员工或劳动消wastage index) is the traditional formula for measuring wastage. It has 耗量指标）是测量损耗的传统配方。它被been described by the CIPD as the ?crude wastage method‘. It is 描述为“粗CIPD损耗的方法。它的计算calculated as follows:
Number of leavers in a specified period (usually 1 year)×100 Average number of employees during the same period
方法如下：
在一个特定时期的毕业生数（通常为1年）×100
This method is commonly used because it is easy to calculate and 在同一时期的平均雇员人数
to understand. For human resource planning purposes, it is a simple 这种方法是因为它是很容易计算，了解常matter to work out that if a company wanted to increase its workforce by 用的。人力资源规划的目的，是要解决，50 people from 150 to 200 but the labor turnover rate is 20 percent (a 如果一家公司想用从150到200的50人
但劳动周转率是百分之20个loss of 30 people), then if this trend continues, the company would have 增加的员工，
to recruit 90 employees during the following year in order to increase 简单的事情（损失30人），如果这种趋势and to hold the workforce at 200 in that year (50 extra employees, plus 40 to replace the 20 percent wastage of the average 200 employees employed).It can also be used to make comparisons with other organizations that will typically adopt this method.
继续下去，该公司将招聘90名员工，在接下来的一年中为了提高和保持员工在200年（50个额外的员工，再加上40的取代的平均员工200人使用百分之20的损耗）。它也可以被用来与其他组织，通常
This wastage formula may be simple to use but it can be misleading. 会采用这种方法进行比较。
The main objection to the measurement of turnover in terms of the proportion of those who leave in given period is that the figure may be
这种损耗公式可使用简单，但它会误导。在离开的人在特定的时期内的比例方面，
inflated by the high turnover of a relatively small proportion of the 营业额测量主要的反对意见是，这可能是workforce, especially in times of heavy recruitment. Thus, a company 由一个比较小的比例的员工流动率高的膨employing 150 people might have had an annual wastage rate of 20 胀，特别是在大的招聘时间。因此，一个percent, meaning that 30 jobs had become vacant during the year. But 公司雇用150人可能有每年百分之20的
这意味着30的工作已经在今年成this could have been spread throughout the company, covering all 损耗率，
occupations and long-as well as short-service employees. Alternatively, 为空置。但这可能已经蔓延到整个公司，it could have been restricted to a small sector of the workforce – only 20 jobs might have been affected although each of these had to be filled 10 times during the year. These are totally different situations, and unless they are understood, inaccurate forecasts would be made of future
覆盖所有的职业和长短以及服务人员。或者，它可能已被限制到一个小部门的劳动力–只有20的工作可能受到的影响虽然这些每一个都在一年里10次。这是完全不同的情况下，除非他们是可以理解的，不准
requirements and inappropriate actions would be taken to deal with the 确的预测将是未来的需求和不恰当的行为
problem. The turnover index is also suspect if the average number of 将被处理的问题。成交量指标也怀疑如果employees upon which the percentage is based is unrepresentative of 雇员的百分比是平均数是不具代表性的趋recent trends because of considerable increases of decrease during the 势，因为在就业人数期间减少了相当大的period in the number employed. When assembling and analyzing labor 增加。组装和分析劳动力流动时的数据，turnover figures, it is important to obtain information on the incidence 这是获得不同类别的员工在发病的重要信for different categories of employees, especially those who are most difficult to attract and retain such as knowledge workers or highly skilled workers.\\
7
息，特别是那些最难以吸引和留住如知识工人或高度熟练的工人。
HR三级英语阅读理解 8
1. The aim of the labor turnover index is to . A. measure labor turnover B. analyze the reasons of labor turnover
C. measure costs of labor turnover D. analyze the significance of labor turnover
2. If a company has 500 people and its labor turnover rate is 20 percent in a specified period, the labor turnover index of the company is . A. 0.2 B. 2 C. 20 D. 200
3. If a company want to increase its workforce from 400 to 500 but the labor turnover rate is 10 percent ( a loss of 40 people), then if this trend continues, the company has to recruit employees during the following year. A. 100 B. 140 C. 150 D. 200
4. Which of the following isn’t the reason that the labor turnover index can be misleading? . A. The figure may be inflated by the high turnover.
B. The labor turnover rate of every occupation may be different.
C. The average number of employees upon which the percentage is based is unrepresentative of recent trends. D. The labor turnover index is too simple.
5. According to the passage, the author might most likely disagree that . A. The labor turnover index is an traditional method for measuring labor turnover. B. The labor turnover index is commonly used because the calculation is accurate. C. The labor turnover index can be comparied with the one of other organizations. D. The labor turnover index can be criticized.
Answer:1.A 2.C 3.C 4.D 5.B
8
HR三级英语阅读理解 9
五. The contribution of HR to human resource planning
Human resource planning, in the broader meaning of the term, 人力资源规划，在条款的更广泛的意义，是一is one of the fundamental strategic roles of the HR function. 种人力资源管理功能的基本的战略角色。人力HR can make a major contribution to developing the 因此通过resource capability of the firm and therefore its strategic 资源可以使开发企业的资源的能力，capability by systematically reviewing the firm‘s strategic 系统地回顾企业战略目标的战略能力和确保objectives and by ensuring that plans are made that will 计划，确保人力资源满足这些目标的重大贡ensure that the human resources are available to meet those objectives. Thus HR is focusing on the acquisition and 献。因此，人力资源的重点是组织所需要的人development of the human capital required by the 力资本的获得和发展。 organization. 为了使这方面的贡献，在人力资源的人力资源To make this contribution, heads of HR and their 职能和他们的同事主管需要： colleagues in the HR function need to: ● Ensure that they are aware of the strategic plans of the business and can provide advice on the human resource implications of those plans; ●确保他们了解企业的战略计划，并能提供这些计划人力资源的影响的建议； ● Point out to management the strengths and ●指出管理的优势及组织人力资源劣势，机会weaknesses of the human resources of the organization, and 和威胁他们的存在，使得这些时可以考虑业务the opportunities and threats they present, so that these can be 发展计划； considered when developing business plans; ● Be capable of scenario planning in the sense that ●能够情景规划在这个意义上，他们可以识别they can identify future issues concerning the acquisition, 有关获得未来的问题，人保就业和建议对解决retention and employment of people ang advise on methods of 这些问题的方法； addressing those issues; ● Understand the extent to which quantitative assessments of the future demand for and supply of people used to prepare such forecasts; ● Understand how to analyze the cost of labor turnover and to establish reasons for leaving; requirements by introducing various forms of flexibility; ● Be capable of preparing relevant and practical resourcing plans and strategies for retaining people, based ●理解的程度，未来的需求和供应的人的定量知道可用于制备这种may be feasible and useful, and know the methods that can be 评估是可行的和有用的，预测方法； ●理解如何分析劳动力流动的成本和建立离开● Be aware of the scope to deal with future 的原因； ●注意范围，通过引入各种形式的灵活应对未来的需求； upon an understanding of the internal and external ●可以制备相关的和保留人实际的资源计划和environment of the organization and the implications of 策略，根据本组织和劳动力流动的影响进行了analyses of labor turnover. 分析的内部和外部环境的理解。
9
HR三级英语阅读理解 10
1. In the broader meaning of the term, human resource planning plays a(an) in the HR function. A. strategic role B. tactical role C. objective role D. no role
2. Which of the following measures isn’t the one by which HR can make a major contribution to developing the resource capability of the firm and its strategic capability? . A. by systematically examining the firm’s strategic objectives
B. by ensuring that plans will ensure the available human resources to meet the firm’s strategic objectives C. by focusing on the acquisition and development of the people required by the organization D. by focusing on firing and outplacing the redunant employees
3. To make a major contribution to developing the resource capability of the firm and its strategic capability, staff of HR need to do the following except .
A. ensure that they learn the strategic plans of the business
B. point out to management the advantages and disadvantages of the human resources of the organization C. be aware of the scope to deal with existing requirements by introducing various forms of flexibility D. be capable of preparing relevant and practical resourcing plans and strategies for retaining people
4. From the passage, we can’t infer that .
A. Human resource planning is one of the HR function.
B. HR can make a major contribution to developing the resource capability of the firm and therefore its strategic capability without HR planning.
C. It is the task of all staff of HR to develop the resource capability of the firm and therefore its strategic capability.
D. To develop the resource capability of the firm and therefore its strategic capability, HR must be focus on the acquisition and development of the human capital required by the organization.
5. The main topic of this passage is . A. the contribution of HR to human resource planning B. the contribution of human resource planning to HR C. the contribution of HR D. the contribution of human resource planning
Answer:1.A 2.D 3.C 4.B 5.A 10
