[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$fK9Ked_Md1EJ8CLEI5X2ZdRQBuJE8V9DxXjJYhKnDmbM":3},{"answer":4,"createTime":5,"id":6,"options":7,"origin":12,"question":16,"related":17,"source":27,"type":28},[],"2025-12-25 20:41:17",286509343,[8,9,10,11],"有利于组织内部团结","能激励和培养员工的忠诚度","有利于人员的综合发展","具有难得的"外部竞争优势"",{"courseId":13,"courseImg":14,"courseName":15},"cbb406eb6f9e6143aa5c9fed70f5df69","https:\u002F\u002Ftihai-oss-cloud.itihey.com\u002Fimg\u002Fdd3b80a1bfbbadc2306566f3621fdb4b.jpg","管理学（马克思理论研究和建设工程教材）","企业内部招聘的优点是:",[18,29,38,47,56,65,74,83,92,101],{"answer":19,"createTime":5,"id":20,"options":21,"question":26,"source":27,"type":28},[],286509334,[22,23,24,25],"文化灌输","人员培训","思想教育","人事考评","某商店的售货员长期以来服务态度不好,当某一天他因再次对顾客不理不睬而被经理辞职时,她声称没有听到过有关她工作表现不令人满意的评价,这种事情可借助于何类措施来避免:","v1",0,{"answer":30,"createTime":5,"id":31,"options":32,"question":37,"source":27,"type":28},[],286509335,[33,34,35,36],""经济人"人性 假设","社会人"人性假设",""复杂人"人性假设",""自我实现人"人性假设","现代以人为本的管理中,人力的"工具使用论"已被"资源开发论"所取代.下述哪种人性假设更好地反映了人力资源开发的思想?",{"answer":39,"createTime":5,"id":40,"options":41,"question":46,"source":27,"type":28},[],286509336,[42,43,44,45],"内部提拔","外部选拔","由总经理兼任","从内部物色,送出去培训,回来后任用","保兰公司是一家生产普通建材的小企业,从总经理到普通员工都倾心主业发展,近年来公司发展迅速,又进入家具、化妆品、房地产等领域,为协调和规划公司多种业务的发展,贯彻持久有效的战略,公司决定立即成立企划部,从公司的历史与发展看,你认为企划部的部长的选聘应:",{"answer":48,"createTime":5,"id":49,"options":50,"question":55,"source":27,"type":28},[],286509337,[51,52,53,54],"影响员工的工作激情","严重侵害干部的利益","影响了考核的可比性","忽视了岗位的差异性","某企业专门聘请一位咨询专家对企业原有考核体系进行重新评估,并设计了一个相当完整的绩效考核体系,公司核心领导认为,按照新的考核体系可以对公司上下500多名干部员工采取统一的考核标准,从而贯彻"公平、公正、公开"的原则,但就在公司决定正式实施给考核体系时,却听到许多反面的意见.在以下各条反面意见中,你最赞同哪一条?",{"answer":57,"createTime":5,"id":58,"options":59,"question":64,"source":27,"type":28},[],286509338,[60,61,62,63],"获得低分者认为自己水平差,从而回安心于工作","获得高分者自认为能力强、水平高,从而回跳槽到同行业另谋高就","过于严格僵化的考核,回挫伤科研人员的积极性,不利于于工作安排","获得高分者留下来发展,获得低分者因面子上过不去而另谋他就","某民营企业为了充分调动科研人员的积极性,进一步推动企业的研究开发工作,由财务部制定量化指标,对具有中级职称以上的科研人员每月进行分等考评,考评结果在与个人报酬挂钩的基础上,还每月定期张榜公布,你认为这样做以后可能回产生什么样的现象?",{"answer":66,"createTime":5,"id":67,"options":68,"question":73,"source":27,"type":28},[],286509339,[69,70,71,72],"不能对员工的工作要求过于苛刻,宽松的环境更能使员工有超常的发挥","应该允许员工犯错误,特别是高层员工","学历高的人适合所有的岗位","就某具体职位来说,应该安排最擅长该工作的人",""尺有所短,寸有所长"说明在人员配备时",{"answer":75,"createTime":5,"id":76,"options":77,"question":82,"source":27,"type":28},[],286509340,[78,79,80,81],"组织设计上没有考虑命令统一的原则","管理部门选聘干部上没有找到合适人选","组织设计忽视了对于干部的特点与能力要求","组织设计没有考虑到责权对应的原则","某组织中设有一管理岗位,连续选任了几位干部,结果都是由于难以胜任岗位要求而被中途免职.从管理的角度来看,出现这一情况的根本原因最有可能是:",{"answer":84,"createTime":5,"id":85,"options":86,"question":91,"source":27,"type":28},[],286509341,[87,88,89,90],"从外部招聘的干部能给组织带来新鲜的血液","从外部招聘的干部都具有很强的工作能力","从外部招聘的干部没有历史包袱,能放开手脚开展工作","从外部招聘的干部能迅速的进入角色",""外来的和尚好念经",用在管理人员选聘方面是指:",{"answer":93,"createTime":5,"id":94,"options":95,"question":100,"source":27,"type":28},[],286509342,[96,97,98,99],"人事考评是实现组织绩效目标的有力工具","人事考评有助于形成激励机制","人事考评是一种反馈机制,可以促进组织成员的共同协调发展","组织对各个部门人事考评要制定统一的考核要素和标准","关于人事考评的说法,不正确的是:",{"answer":102,"createTime":5,"id":6,"options":103,"question":16,"source":27,"type":28},[],[8,9,10,11]]