【正文】 tment。 financial planning/reporting support to senior management.　　Establishing and maintaining internal controls,external financial reporting.　　Interface with external auditors, handling all corporate tax matters.　　Qualifications　　Master degree or above。 [ financial department　　Accountable to chief accountant [ ] 20 35 ] .　　A. Tgroup laboratories are likely be used as a major part of training programs by pany.　　B. There is no criticism on Tgroup laboratories.　　C. If Tgroup laboratories are modified well, it has also valid uses.　　D. Tgroup laboratories have no use for pany.　　四、寫作（共20分）　　某公司欲招聘一位會計主管（chief accountant），需要人力資源管理部門為其編制一份職位說明書（Job Description），假如公司總經(jīng)理要求你來完成這項工作，請你用英文完成以下職位說明書。t express their reaction to one another.　　 to the passage, which of the following can39。 interactive processes in groups. Tgroups have been attacked because of the possibility of negative or detrimental effects. But none of the followup studies has detected any significant problems. A more valid basis for doubt is that it has been difficult to prove that they have been cost effective for organizations who have used them on pany or have strongly supported external programs.　　This criticism could be leveled at any other form of group training or, indeed, most offthejob training. The degree to which it can be invalidated will depend on the effectiveness of the training design and of the trainer.　　Tgroup laboratories in their purest form are unlikely ever to bee a major part of pany training programs, but the group dynamics approach has valid uses in the modified forms.　　1. This article might most likely be extracted from the paper aboutt be included as an element of a petency framework.　　D. Taking positive steps to exchange relevant information and knowledge isn39。 Young, consultants39。. At Bain, partners are evaluated each year on a variety of dimensions, including how much direct help they have given colleagues.　　 best title for this article is　　. Builds networks which provide for knowledge sharing。 goals　　10. Which of the following is not true of selfratings of performance? .　　A. Trait method　　B. Results method　　C. Behavior method　　D. Attitudinal method　　8. Compensation programs that pensate employees for the knowledge they possess are known as .　　A. social and business etiquette　　B. cultural values and priorities　　C. political structure and current players　　D. cultural trends　　4. Questions contained in structured job interviews should be based ong233。上海人力資源管理師考試專業(yè)英語試卷樣題專業(yè)英語試卷樣題　　一、英漢互譯（每題2分，共30分）　　1. Behavior modeling　　2. Employee leasing　　3. Factor parison system　　4. Graphic ratingscale method　　5. Panel interview　　6. Replacement charts　　7. Selection　　8. Vesting　　9. Team leader training　　10. Profit sharing　　11. 心理支持　　12. 技能工資　　13. 網(wǎng)上培訓(xùn)　　14. 關(guān)鍵工作　　15. 工作擴大化　　二、單項選擇（每題2分，共20分）　　1. Executives or managers who coach, advise, and encourage employees of lesser rank are called .　　A. Prot233。 .　　A. minimize criticism　　B. change the person, not the behavior　　C. focus on solving problems　　D. be supportive　　3. Individuals working internationally need to know as much as possible about all of the following hostcountry characteristics except .　　A. Physical fitness and mental maturity　　B. Effective delegate skills　　C. Prudent decisionmaking skills　　D. Cultural adaptability　　7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? progress　　 the training to the employees39?！　? Takes positive steps to set up group meetings to exchange relevant information and knowledge。contribution to and utilization of the knowledge asset of the firm39。 .　　A. At Bain, direct help that partners have given colleagues will be evaluated.　　B. At Ernst amp。 .　　A. Performance management processes by HR can make little contribution to knowledge management.　　B. The cascading of corporate core values for knowledgesharing to individuals could be one starting point for the performance management process.　　C. Knowledgesharing can39。s behavior.　　2. To increase diagnostic abilitythe ability to perceive accurately the state of relationships between others.　　3. To increase action skillthe ability to carry out the skillful behavior required by the situation.　　In a Tgroup, the trainer will explain the aims of the program and may encourage discussion and contribute his or her own reactions. But he or she does not take a strong lead and the group is largely left to its own devices to develop a structure that takes account of the goals of both the members of the group and the trainer provides a climate where the group members are sufficiently trusting of one another to discuss their own behavior. They do this by giving feedback or expressing their reaction to one another. Member may not always accept ments about themselves, but as the Tgroup develops they will increasingly understand how some aspects of their behavior are hidden to them and will, therefore, be well on the way to an increase in sensitivity, diagnostic ability, and action skill.　　Followup studies have noted three principle areas of change following the attendance of trainees at an external Tgroup laboratory:　　1. Increased openness, receptivity, and tolerance of differences.　　2. Increased operational skill in interpersonal relations, with overtones of increased capacity for collaboration.　　3. Improved understanding and diagnostic awareness of self, others, and .　　A. In a Tgroup, the trainer will take a strong lead.　　B. In a Tgroup, members may always accept ments about themselves.　　C. In a Tgroup, the trainer should provide a climate w