【正文】 g233。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 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 about _______________. resource planning evaluation human resource management and development2. Tgroup is referred to as the following except _______________. training, training dynamics relations training3. The author of this passage would most likely agree that _______________.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 where the group members are sufficiently trusting of one another to discuss their own behaviors.D. In a Tgroup, members don’t express their reaction to one another. to the passage, which of the following can’t change the attendance of trainees at an external Tgroup laboratory? _______________.A. poor effectiveness of the training designB. improved understanding and diagnostic awareness of self and othersC. increased openness, receptivity, and tolerance of differencesD. increased operational skill in interpersonal relations5. From this passage, we can infer that _______________.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。. Ensures as appropriate that knowledge is captured, codified, recorded and disseminated through the intranet and/or other means of munication.Hansen et al (1999) mention that at Ernst amp。g233。sB. teachersC. mentorsD. role models2. As an appraiser, you should try to do all of the following except _______________.A. minimize criticismB. change the person, not the behaviorC. focus on solving problemsD. be supportive3. Individuals working internationally need to know as much as possible about all of the following hostcountry characteristics except _______________.A. social and business etiquetteB. cultural values and prioritiesC. political structure and current playersD. cultural trends4. Questions contained in structured job interviews should be based on _______________ .A. job analysisB. job designC. job specializationD. job utilization5. Outplacement services are . methods of attracting individuals into a career to help terminated employees find a job elsewhere given to executive employees parts of any career management system6. Which of the following is not a core skill that is critical for success abroad? ______________.A. Physical fitness and mental maturityB. Effective delegate skillsC. Prudent decisionmaking skillsD. Cultural adaptability7. If your primary objective for a performance appraisal is to give employees developmental feedback, which of the following appraisal methods should you use? _______________ .A. Trait methodB. Results methodC. Behavior methodD. Attitudinal method8. Compensation programs that pensate employees for the knowledge they possess are known as ______________.A. skillbased pay plansB. performancebased pay plansC. meritbased pay plansD. senioritybased pay plans9. To implement a successful program in basic and remedial training, managers should do all of the following except _______________.A. explain to employees why training will help them in their jobs a classroomoriented approach so employees learn by lectures feedback on employees’ progress the training to the employees’ goals10. Which of the following is not true of selfratings of performance? _______________.