As we know, it is very important that a firm should pay attention to the training of its staff as there exist many weak points in its various departments. Staff training must have a purpose, which is defined when a firm considers its training needs, which are in turn based on job descriptions and job specifications(規(guī)范).

   A job description should give details of the performance that is required for a particular job, and a job specification should give information about the behaviour, knowledge and skills that are expected of an employee who works in the position. When all of this has been collected, it is possible to make a training specification. This specifies(詳細(xì)說(shuō)明) that the training department must teach for the successful performance of the job, and also the best methods to use in the training period.

   There are many different training methods, and there are advantages and disadvantages in all of them. Successful training performances depend on an understanding of the difference between learning about skills and training in using them. It is frequently said that learning about skills takes place “off the job” in classroom, but training in using these skills takes place “on the job,” by means of such activities as practice in the workshop.

   It’s always difficult to evaluate the costs of a training programme. The success of such a programme depends not only on the methods used but also on the quality of the staff who do the training. A company can often check savings in time and cost by examining the work performed by the workers and technicians who have completed a training programme. The evaluation of management training is much more complex than that.

     The writer mainly wants to tell us_____by the passage.

A.    Why firms should pay attention to staff training

B.    Staff training must have a purpose

C.    Purposes and methods are most important in staff training

D.    How to evaluate a training programme

A training specification specifies_____

A.    the training contents and methods

B.    the cost and savings of the programme

C.    the performance required for a certain job

D.    the behaviour, knowledge and skills expected of an employee

To be successful in training programmes, we must understand the difference between_____

A.    the purposes and the methods

B.    job description and job specification

C.    what is taught and how it is taught

D.    learning about skills and training in using them

The underlined word “evaluate”means_____

A. find out the price of          B. judge the value of

C. deal with                   D. expect and believe

As we know, it is very important that a firm should pay attention to the training of its staff as there exist many weak points in its various departments. Staff training must have a purpose, which is defined when a firm considers its training needs, which are in turn based on job descriptions and job specifications(規(guī)范).
A job description should give details of the performance that is required for a particular job, and a job specification should give information about the behaviour, knowledge and skills that are expected of an employee who works in the position. When all of this has been collected, it is possible to make a training specification. This specifies(詳細(xì)說(shuō)明) that the training department must teach for the successful performance of the job, and also the best methods to use in the training period.
There are many different training methods, and there are advantages and disadvantages in all of them. Successful training performances depend on an understanding of the difference between learning about skills and training in using them. It is frequently said that learning about skills takes place “off the job” in classroom, but training in using these skills takes place “on the job,” by means of such activities as practice in the workshop.
It’s always difficult to evaluate the costs of a training programme. The success of such a programme depends not only on the methods used but also on the quality of the staff who do the training. A company can often check savings in time and cost by examining the work performed by the workers and technicians who have completed a training programme. The evaluation of management training is much more complex than that.

1. 1.

   The writer mainly wants to tell us______by the passage.

   1. A.
      Why firms should pay attention to staff training
   2. B.
      Staff training must have a purpose
   3. C.
      Purposes and methods are most important in staff training
   4. D.
      How to evaluate a training programme
2. 2.

   A training specification specifies______.

   1. A.
      the training contents and methods
   2. B.
      the cost and savings of the programme
   3. C.
      the performance required for a certain job
   4. D.
      the behaviour, knowledge and skills expected of an employee
3. 3.

   To be successful in training programmes, we must understand the difference between______.

   1. A.
      the purposes and the methods
   2. B.
      job description and job specification
   3. C.
      what is taught and how it is taught
   4. D.
      learning about skills and training in using them
4. 4.

   The underlined word “evaluate”means______.

   1. A.
      find out the price of
   2. B.
      judge the value of
   3. C.
      deal with
   4. D.
      expect and believe

As we know, it is very important that a firm should pay attention to the training of its staff as there exist many weak points in its various departments. Staff training must have a purpose, which I defined(解釋) when a firm considers its training needs, which are in turn based on job descriptions and job specifications.

A job description should give details of the performance that is required for a particular job, and a job specification should give information about the behaviour, knowledge and skills that are expected of an employee who works in it. When all of this has been collected, it is possible to make a training specification. This specifies that the training department must teach for the successful performance of the job, and also the best methods to use in the training period.

There are many different training methods, and there are advantages and disadvantages of all of them. Successful training performances depend on an understanding of the difference between learning about skills and training in using them. It is frequently said that  learning about skills takes place “off the job” in classroom, but training in using these skills takes place “on the job,” by means of such activities as practice in the workshop.

It’s always difficult to evaluate the costs of a training programme. The success of such a programme depends not only on the methods used but also on the quality of the staff who do the training. The evaluation of management training is much more complex than that.

59．To be successful in our training programme, we must understand the difference between      .

       A．a(chǎn) job description and a job specification

       B．what is taught, and how it is taught

       C．the costs and the quality of the programme

       D．the training contents and training in using

60．According to passage, which of the following statements is NOT true?

       A．As there exist weak points in different departments of a firm, the training of its staff is

highly necessary.

       B．A training specification is based on the information collected from a job description and a job specification.

C．Training in using skills and learning about skills usually do not happen at the same time.

       D．It’s easier to evaluate management training than to evaluate the training of workers and technicians.

61．The best title for the passage might be       .

       A．Staff training and its evaluation

       B．A successful training programme

       C．How to describe and specify a job

       D．The importance of training the staff

62．From the passage we know the success of a training programme lies in      .

       A．the training methods and the quality of the training staff

       B．the performance of the trainees in the programme

       C．the places where the training programmes take place

       D．the way to evaluate the training programme

閱讀理解

　　As we know, it is very important that a firm should pay attention to the training of its staff(全體職員) as there exist many weak parts in its various departments. Staff training must have a purpose, which is defined when a firm considers its training needs, which are in turn based on job descriptions and job specifications (規(guī)范).

　　A job description should give details of the performance that is required for a particular job, and a job specification should give information about the behaviour, knowledge and skills that are expected of an employee who works in the position. When all of this has been collected, it is possible to make a training specification. This specifies(詳細(xì)說(shuō)明) what the Training Department must teach for the successful performance of the job, and also the best method to use in the training period.

　　There are many different training methods, and there am advantages and disadvantages in all of them Successful training programmes depend on an understanding of the difference between learning about skills and the training in using them It is frequently said that learning about skills takes place“off the job”, in the classroom, but training in using these skills takes place“on the job”by means of such activities as practice in the workshop.

　　It is always difficult to evaluate the costs and savings of a training programme. The success of a programme depends not only on the methods used but also on the quality of the staff who do the training. A company can often check savings in time and cost by examining the work performed by the workers and technicians who have completed a training programme. The evaluation of management training is much more complex(復(fù)雜)than that.

1．The writer mainly wants to tell us ________ by the passage.

[　　]

A．why firms should pay attention to staff training

B．staff training must have a purpose

C．pruposes and methods are most important in staff training

D．how to evaluate a training programme

2．A training specification specifies ________ .

[　　]

A．the training contents(內(nèi)容)and methods

B．the costs and savings of the programme

C．the performance required for a certain job

D．the behaviour, knowledge and skills expected of an employee

3．To be successful in training programmes, we must understand the difference between ________ .

[　　]

A．the purposes and the methods

B．job descriptions and job specifications

C．what is taught and how it is taught

D．learning about skills and training in using them

4．The underlined word“evaluate”means ________ .

[　　]

閱讀理解

閱讀下列短文，從每題所給的四個(gè)選項(xiàng)(A、B、C和D)中，選出最佳選項(xiàng)。

　　As we know, it is very important that a firm should pay attention to the training of its staff as there exist many weak pats in its various departments. Staff training must have a purpose, which is decided when a firm considers its training needs, which are in turn based on job descriptions and job specifications. A job description should give details of the performance that is required for a particular job, and a job specification should give information about the behavior, knowledge and skills that are expected of an employee who works in it. When all of this has been collected, it is possible to make a training specification. This specifies(詳述) what the Training Department must teach for the successful performance of the job, and also the best methods to use in the training period.

　　There are many different training methods, and there are advantages and disadvantages of all of them. Successful training programs depend on an understanding of the difference between learning about skills and training in using them. It is frequently said that learning about skills takes place “off the job” in the classroom, but training in using these skills takes place “on the job”, by means of such activities as practice in the workshop.

　　It is always difficult to evaluate (評(píng)估) the costs and savings of a training program. The success of such a program depends not only on the methods used but also on the quality of the staff who do the training. A company can often check on savings in time and cost by examining the work performed by the workers and technicians who have completed a training program. The evaluation of management training is much more complex than that.

1．A training specification specifies

[　　]

A．the performance required for a certain job

B．the behavior, knowledge, and skills expected of an employee

C．the training contents and methods

D．the costs and savings of the program

2．Based on the third paragraph, the success of a training program depends on ________.

[　　]

A．the places where the training takes place

B．the correct evaluation of the costs and savings of the program

C．the performance of the workers and technicians trained in the program

D．the training methods and the quality of the training staff

3．According to the passage, if we want to be successful in our training programs, we must understand the difference between ________.

[　　]

A．“off the job” and “on the job”

B．what is taught and how it is taught

C．learning about skills and training in using them

D．the savings in time and the savings in cost

4．According to the passage, which of the following statements is NOT true?

[　　]

A．As there exist weak parts in different departments of a firm, the training of its staff is highly necessary.

B．A training specification is based on the information collected from a job description and a job specification.

C．Training in using skills and learning about skills usually do not happen at the same place.

D．It is easier to evaluate management training than the training of workers and technicians.

5．Which could be the best title for this passage?

[　　]

A．A successful Training Program.

B．How to Describe and Specify a Job.

C．Staff training.

D．The Importance of Training Workers and Technicians.

Reached My Destination

“Ego (自尊) has an enormous appetite, the more you feed it, the hungrier it gets.”

—Nathaniel Bronner Jr.

It has been two years, we have not met. Last time was when we were departing at Rome Airport as a procedure of joining different competitive firms. We exchanged our personal email IDs and I never realized my email ID was one with an error.

We had been in six years of professional relationship that ended with a small misunderstanding. We never realized that we might not get a chance to clear it. We both had tough ego levels to shed off.

In these two years work has always kept me busy. There have been instances where I wanted to write to him for his expertise advice but my ego always stopped me. And then one day flying to London for a conference was taking away my peace of mind. I knew he would be there as a part of the event from his firm.

I thought to ignore him and behave professionally as an employee. Finally, I entered the conference hall. I was quick enough to realize that he would take over participants’ attention with his confidence, and all I would do sitting there would be appreciating him, nodding my head as “Yes to Yes” and “No to No”.

Finally, he approached the stage.

The very first line that fell into my ears was my name as he continued, “I am proud to be here with 8 years of experience and I would like to share my best practices with all of you. This is a journey I completed with one of my best colleagues and my best friend ‘my name’ who supported me through day and night with the toughest projects and killing deadlines”.

For a moment I fell numbed (目瞪口呆) and completely lost. All I could remember were my thoughts for him before entering the room and his greatness to acknowledge my presence. Finally, the conference ended and we all left for refreshment. I was struggling hard to face him.

I saw him coming towards me with a gift.

I asked him, “Why this gift?”

He was very humble to answer, ‘This is a small symbol of friendship to tell how much I missed my friend when I wanted her the most. A small token to represent that even when you were not with me, your teachings helped me to work on difficult projects.”

I asked curiously, “But you never wrote to me, if I was so important and helpful.”

He replied, “You left me with an email ID that is not reachable, maybe you missed a letter. I had no number to call you either but when I read your name in the list, I did all these arrangements. We never know when we meet again in life, so this gift is for you my friend.”

Finally, we again departed to our respective destinations but this time with a smile.

67. The writer didn’t email her friend because _______.

　 A. their professional relationship had ended　　　　　　　　

B. she didn’t want to keep in touch with him

　 C. she wouldn’t do that until she got his email

　 D. they had joined different competitive firms

68. Before the writer entered the conference hall, she intended to _______.

　 A. attract the participants’ attention

　 B. pay little attention to her friend

　 C. appreciate her friend from a distance

　 D. clear her misunderstanding with her friend

69. We can infer from the story that ________.

　 A. the writer and her friend treasured their friendship

　 B. the writer felt at ease when her friend came to greet her

　 C. the writer and her friend restored their professional relationship

　 D. the writer felt her self-respect achieved at her friend’s remarks

70. What can we learn from the story?

　 A. One should keep friendship with others.

B. One should show more respect for others.

　 C. One should have the sense of his own value.

　 D. One should not be governed by self-respect.