| 管理咨询师考试易错题（2019/9/28） |
| 第1题：品牌策略是企业的重要的竞争策略之一，它主要包括：()。 A．特色品牌和一般品牌 B．做广告和不做广告 C．群体品牌和个体品牌 D．使用品牌和不使用品牌 |
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| 第2题：诊断报告的核心部分，是整个报告的灵魂和提纲。在这部分，要围绕核心问题将主要结论系统地、逻辑清晰地表述出来。通常这部分内容的主要受众是客户的高层管理人员。以下哪项属于诊断报告的核心部分( )
A．对诊断阶段所做工作的说明 B．对每个需要说明的专项问题加以论证 C．通过诊断得出的主要结论 D．提出针对问题的框架性解决思路 |
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| 第3题：下列各项中，属于按照产品数量分类的是()。 A．抽样检验 B．流动检验 C．固定检验 D．最终检验 |
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| 第4题： 根据上述资料，回答以下问题： |
| 第5题： Employee Selection Techniques ThatAre Too Good toBe True Selecting future employees is one of the most important and difficult processes for (21) human resource managers are responsible. The time-honored approach of interviewing, investigating an applicant’s experience and education, and talking with references, although time-consuming, may still be the best methoD、(22) interviewing today is a minefield of legal do’s and don’ts. You may ask an applicant about (23) convictions but not about arrests. You may ask about medical background but not about race and (24)And, (25) if you hire a person who then hurts a customer, you can be sued for not having known about his or her prior arrest recorD、Faced with such difficulties, many companies buy quick-and-easy solutions to the selection (26) Many of these solutions are, in fact, too good to be true. Take the 1980s, for example, Polygraph—lie detector-tests seemed at that time to be the wave of the future.Companies began relying on machines and polygraph experts to screen applicants.Disturbed by this trend and by the (27) of many of the best results,Congress severely restricted polygraph use. In the 1990s, equally questionable selection techniques are being offered as the human re source manager’s best frienD、Some companies borrow a technique from country fairs and try to (28) applicants on the basis of their (29) Others turn to "honesty tests" which claim to be able to uncover applicants who would be problem employees. Some pencil-and-paper tests do provide (30) managers with useful information, but many tests now being marked simply do not live up to their claims. A、inaccuracy B、mistakes C、accuracy D、error |
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