AD1/2016年7月
CIPS 五级：采购与供应高级文凭
（Advanced diploma in procurement and supply）
《采购与供应中的管理》
Management in procurement and supply
日期 2016 年 7 月 20日 星期三
时间 开始 14:00 结束 17:00 历时 3 小时
考生注意事项：Instructions for Candidates：
本试卷由四道必答题组成，每题25分，共100分。
This examination has FOUR compulsory questions worth 25 marks each.
1. 在未得到监考官允许之前，请勿翻阅试卷。
Do not open this question paper until instructed by the invigilator.
2. 请将答案填写在答题纸上。
All answers must be written in the answer booklet provided.
3. 请将草稿也写在答题纸背面，交卷前请将草稿部分作一删除记号。
All rough work and notes should also be written in the answer booklet.
请在考试结束后交回试卷
请在回答问题之前花费20分钟来仔细阅读分析案例信息。
You are advised to allow 20 minutes to read carefully and analyse the information in the case study before attempting to answer the questions .
案例分析—图形设计公司GD
图形设计公司（以下简称GD公司）是一家从事国际贸易的德国企业，为客户提供多种多样的设计方案、市场营销服务、专业采购设施、ICT支持以及软件产品。GD公司是由四名大学毕业生于2004年创建的，每人都是各自领域中的技术专家。最初，GD公司是一种非正式的组织，即合伙制企业，因为每个创始人都独立工作，负责各自的项目。
到2009年，GD公司业务发展迅猛，四名创始人将他们所有的工作时间都投入到企业运营当中。他们决定将业务进行整合，并成立正式的公司。现在，GD公司拥有30名正式员工，多数从事支持性工作。此外，公司还与70名自由职业者签订了合同，他们主要是从事业务创新方面的工作。
多年来，员工招聘是以非正式的方式开展的—大多数都是通过个人签约、朋友介绍以及推荐等方式招聘来的。这种非正式的方式在多数情况下都非常成功，但是公司董事会担心随着公司规模的持续增长，这些方法现在已经不再适宜了。70名自由职业者中很多人是在家里工作的，他们分布于15个国家中，以欧洲国家为主。GD公司的管理和支持职能拥有30名员工，这些部门位于公司在德国的注册办公场所。
2014年11月，GD公司委派管理咨询师制定一份简短的公司分析报告，从而使得GD公司的所有者/董事会能够更好的理解，组织的性质和以前相比如何发生了变化。他们关注的是，现在组织的管理需要使用与传统管理方式不同的技巧。
分析报告中提到，GD公司最初是典型的“虚拟组织”，主要是“创业型结构”，而现在公司既具有“定制化或灵活型结构”的要素，还具有“专业化结构”的要素。董事会对这些概念并不十分了解。
薪酬
正式员工的薪酬是按照传统方式支付的，而自由职业合同制员工的薪酬是以他们为外部客户工作的性质以及价值为依据进行支付的。薪酬支付工作通常是以项目的形式进行，但也有一些工作是持续性的，如软件支持。员工的薪酬有很强的可变性。所有为GD公司服务超过3年的正式员工有资格获得以公司股份为形式的奖励。董事会认为这是一种重要的激励因素，可以确保员工的承诺、忠诚以及优秀的工作绩效。
招聘和评估
董事会计划继续使用现有的非正式方法以确定未来可能的招聘，但他们也意识到在选拔流程需要一种更加一致化方法，以确保最终选拔的一致性。
董事会还发现，他们需要针对薪酬支付和合同制员工引入一种正式的评估系统，因为目前使用的系统依赖于每个管理者采取的不同方法—主要是四名董事会成员，也包括其它一些管理者。
CASE STUDY – GRAPHIC DESIGNS GmbH
Graphic Designs GmbH (GD) is a German based company that trades internationally, supplying a broad range of design solutions, marketing services, specialist procurement facilities, ICT support, and software products. It was founded in 2004 by four university graduates, each a specialist in their own field. Initially GD was a very informal organisation, effectively a partnership, as each of the individual founders also worked separately on their own personal projects.
By 2009 the business had grown significantly, the founders were spending all of their working time on work for GD, and so they decided to incorporate the business as a formal company. It now employs 30 people as direct employees, mostly in support roles. GD also contracts with a further 70, almost exclusively in the creative aspects of the business, as self-employed contract workers.
The workforce has been recruited over the years on a very informal basis – largely via personal contacts, friendships and specific recommendations. This has proven to be very successful in most cases, but the directors of GD are concerned that such approaches are now inappropriate as the organisation continues to grow in size. Many of the 70 self-employed contract workers work from home and these workers are located in 15 countries, mostly, but not exclusively, in Europe. The main administration and support functions comprising 30 employees are located at the company’s registered office in Germany.
In November 2014 the company arranged for management consultants to produce a short analysis of GD in order that the owners/directors could better understand how the nature of the organisation had changed since its beginning. They were concerned that the management of the organisation now required different skills from those they had traditionally used.
The report explained that GD was very much a ‘virtual organisation’ and had a largely ‘entrepreneurial structure’ in its early form. In its current format the report concluded that it retained elements of both an ‘ad-hoc or flexible structure’ and also a ‘professional structure’. The directors were not completely certain of these concepts.
Remuneration
The directly employed staff are all paid on a traditional salaried basis, whilst the self-employed contract workers are paid on the basis of the specific nature and value of the work they undertake for external clients. This work is often on a project by project basis, although some work is continuous, e.g. software support. Remuneration is therefore extremely variable across the staff. All direct employees with more than three years’ service for GD are eligible for bonus payments made in the form of shares in the company. The directors consider this is a key motivational factor in ensuring commitment, loyalty and performance.
Recruitment and Appraisal
The directors plan to continue their existing informal approach to identifying future potential recruits, but recognise that they need to consider a more consistent approach to the actual selection process to ensure uniformity of final selection.
They also recognise that they need to introduce a formal appraisal system for both salaried and contract staff, as the present system relies upon different approaches adopted by individual managers – mainly, but not exclusively the four directors.
问题 QUESTIONS
以下所有问题都与案例有关，应当根据案例提供的信息回答问题。建议你每题用32分钟作答。
These questions relate to the case study and should be answered in the context of the information provided. You are advised to spend 32 minutes on each question.
1.
a) 管理工作发生在各种各样的组织结构当中。
解释案例中提到的以下四种组织结构类型： (16 分)
There is a range of organisational structures within which the process of management takes place.
Explain the meaning of each of the following FOUR types of organisational structure mentioned in the
case study:
(i) 虚拟组织 (Virtual organisation)
(ii) 简单或创业型结构 (Simple or Entrepreneurial structure )
(iii) 定制型（灵活型）结构 (Ad hoc (Flexible) structure)
(iv) 专业型结构 （Professional structure.）
b) 概述“后现代主义”方法，并评述该方法如何与诸如GD公司的这样组织相关。(9 分)
Outline the contemporary approach of ‘postmodernism’ and comment on how it might relate to
organisations such as GD.
2.
a) 有很多的激励理论，例如马斯洛需求层次理论和赫茨伯格双因素理论。
解释一种激励理论，并描述其所包含的要素。 （13分）
There are many content theories of motivation, such as Maslow’s Hierarchy of Needs or Herzberg’s Two
Factor Theory.
Explain ONE content theory of motivation outlining its main elements.
b) 论述诸如GD公司这样的组织将薪酬（外在激励方法）作为一种关键激励因素的两个好处和两个限
制。 （12分）
Discuss TWO benefits and TWO limitations of the use of pay (an extrinsic approach) as a key motivator
in organisations such as GD.
3.
a) 论述GD公司管理远程员工所面临的挑战。 （16分）
Discuss the challenges of managing a remote workforce, such as that of GD.
b) 描述在诸如GD公司这样的组织中导致团队内部冲突的三个原因。 （9分）
Outline THREE possible causes of intra-group conflict which might arise within or between teams in
organisations such as GD.
4.
a) 针对诸如GD公司这样的组织，论述招聘和选拔流程中面试的应用及其效力。 （15分）
Discuss the use and effectiveness of interviews in the recruitment and selection process, for organisations
such as GD.
b) 描述可用于一致性评估和人员发展的绩效评估系统所包含的典型阶段。 （10分）
Outline the typical stages of a performance appraisal system that could be used for the consistent
assessment and development of personnel.
试卷结束
END OF QUESTION PAPER
