B. Critics argue that self-ratings are more lenient

C. Research has shown that self-ratings are as valid as, if not more valid than, test scores

D. They are free of most biases that other rating sources may have

Answer:

1.C  2.B  3.D  4.A  5.B  6.B  7.C  8.A  9.B 10.D

三、阅读理解（每题3分，共30分）

（一）2329

The promotion and development of performance management processes by HR can make an important contribution to knowledge management, by providing for behavioral expectations which are related to knowledge-sharing to be defined, and ensuring that actual behaviors are reviewed and, where appropriate, rewarded by financial or non-financial means. Performance management reviews can identify weaknesses and development needs in this aspect, and initiate personal development plans which are designed to meet these needs.

One starting point for the process could be the cascading of corporate core values for knowledge-sharing to individuals,  so that they understand what they are expected to do to support those core values. Knowledge-sharing can be included as an element of a competency framework, and the desired behavior would be spelt out and reviewed. For example, positive indicators such as those listed below could be used as a basis for agreeing competency requirements and assessing the extent to which they are met. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing:

. Is eager to share knowledge with colleagues;

. Takes positive steps to set up group meetings to exchange relevant information and knowledge;

. Builds networks which provide for knowledge sharing;

. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of communication.

Hansen et al (1999) mention that at Ernst & Young, consultants are eva luated at performance reviews along five dimensions, one of which is their ‘contribution to and utilization of the knowledge asset of the firm’. At Bain, partners are eva luated each year on a variety of dimensions, including how much direct help they have given colleagues.

1.The best title for this article is       .

A. Knowledge-sharing

B. Performance management reviews

C. Performance management processes

D. Performance management for knowledge workers

2. The following are examples of positive behavior in meeting competency expectations for knowledge-sharing except        .

A. Is reluctant to share knowledge with colleagues

B.Takes positive steps to exchange relevant information and knowledge

C. Builds networks which provide for knowledge sharing

D. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through some means of communication

3.Which of the following is not mentioned by Hansen et al?        .

A. At Bain, direct help that partners have given colleagues will be eva luated.

B. At Ernst & Young, consultants’ contribution to the knowledge asset of the firm will be eva luated.

C. At Bain, partners are eager to share knowledge with colleagues.

D. At Ernst & Young, consultants are eva luated at performance reviews along five dimensions.

4. The author of this passage would most likely agree that        .

A. Per