•Read the following article about recruitment in the UK and the questions on the opposite page.

•For each question (15-20), mark one letter (A, B, C or D) on your Answer Sheet.

graduate recruitment has a growing role. But companies need to know whether their recruitment staff who interview candidates for jobs really know what they're doing.

Carl Gilleard, chief executive of the Association of Graduate Recruiters (AGR), acknowledges that in a perfect world, the people who recruit graduates would have been in the role for some time building up workplace knowledge. He says the reality is that the high turnover of graduate recruitment managers in most blue chips means there is little continuity in how companies operate. 'There's the difficulty in maintaining important contact with university careers departments, for example,' he explains. 'You need a depth of understanding to appreciate where the company is coming from and how it's progressing.'

We can identify two specialisms within the recruiter's role. Those that work on the recruitment and selection side need traditional human resources (HR) skills such as good interviewing technique, observation, common sense, objectivity, patience and listening skills. But increasingly there are those who take a strategic view and look more widely at how their company is represented in the marketplace. It's a clear advantage if you can identify with your target audience.

Many young members of middle management are seconded into HR for a year because their firms feel they can identify with job-seeking graduates. Yet in an industry that has been revolutionised by the internet, privatised career services and rocketing numbers in higher education, it is questionable how relevant these managers' experiences are. Some high-fliers see a secondment to HR as a sideways move; a firm's HR function might not carry the same kudos as, say, the finance department, although obviously the recruitment and retention of staff is of crucial importance.

Georgia de Saram, specialising in graduate recruitment at a law firm, is one of a new breed of young dynamic recruiters who see HR as their vocation rather than a transitory career move. 'I was attracted to the profession because I enjoy working with people and it's an obvious follow-on from my anthropology degree,' she says. 'In this capacity, you get to know people and they know you even though they might not know other people in the firm.' As a recruiter, she sees herself as the interface between graduates and the firm that's looking to attract them? It's such a tug of war between law firms for the best trainees - often they'll turn you down in favour of an offer they've received from elsewhere. You need to be good at marketing your firm, to know what interests graduates and how you can reach potential employees, whether that's through virtual law fairs or magazines.'

A recent AGR survey suggests that the sectors in which there is less turnover of graduate recruitment managers are more successful in recruiting the graduates they want. The legal sector's sophisticated understanding of the market, for example, means they manage to recruit exactly the right number of trainees despite intense competition and thousands of applications. The people recruiting seem to build up a specialism and then pass on their knowledge and expertise to those new to the graduate recruitment sector.

Jackie Alexander, an HR partner at PricewaterhouseCoopers, feels that HR professionals are finally reaching board level and receiving the sort of acknowledgement they deserve. 'They are judged by the value they add to the business,' she says, 'and, as a professional services firm, the right people are our biggest asset.' As Georgia de Saram points out: 'From our company's point of v. iew, if I can't establish a rapport with a candidate

A．detailed knowledge of their sector.

B．a(chǎn)ppropriate academic qualifications.

C．understanding of graduates' expectations.

D．experience of the companies they work for.

•Read the article below about problems in the IT industry, and the questions on the opposite page.

•For each question (13-18), mark one letter (A, B, C or D) on your Answer Sheet.

Problems in the IT industry

In the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their business goals will depend not on the regular updating of technology, which is essential for them to do, but on how well they can hold on to the people skilled at manipulating the newest technology. This is becoming more difficult. Best estimates of the current shortfall In IT staff in the UK are between 30,000 and 50,000, and growing.

And there is no end to the problem in sight. A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking. Employers are chasing experienced staff in ever-decreasing circles, and, according to a recent government report, 250,000 new IT jobs will be created over the next decade.

Most employers are confining themselves to dealing with the immediate problems. There is little evidence, for example, that they are stepping up their intake of raw recruits for in* house training, or retraining existing staff from other functions. This is the course of action recommended by the Computer Software Services Association, but research shows its members are adopting the short-term measure of bringing in more and more consultants on a contract basis. However, this approach is becoming less and less acceptable as the general shortage of skills, coupled with high demand, sends contractor rates soaring. An experienced contract programmer, for example, can now earn at least double the current permanent salary.

With IT professionals increasingly attracted to the financial rewards and flexibility of consultancy work, average staff turnover rates are estimated to be around 15%. While many companies in the financial services sector are managing to contain their losses by offering skilled IT stall 'golden handcuffs' - deferred loyalty bonuses that tie them in until a certain date - other organisations, like local governments, are unable to match the competitive salaries and perks on offer in the private sector and contractor market, and are suffering turnover rates of up to 60% a year.

But while loyalty bonuses have grabbed the headlines, there are other means of holding on to staff. Some companies are doing additional IT pay reviews in the year and paying market premiums. But such measures can create serious employee relations problems among those excluded, both within and outside IT departments. Many Industry experts advise employers to link bonuses to performance wherever possible. However, employers are realising that bonuses will only succeed if they are accompanied by other incentives such as attractive career prospects, training, and challenging work that meets the individual's long-term ambitions.

This means managers need to allocate assignments more strategically and think about advancing their staff as well as their business. Some employers advocate giving key employees projects that would normally be handled by people with slightly more experience or capability. For many employers, however, the urgency of the problem demands a more immediate solution, such as recruiting skilled workers from overseas. But even this is not easy, with strict quotas on the number of work permits issued. In addition, opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to

A．their success at retaining their skilled staff.

B．the extent to which they invest in new technology.

C．their attempts to recruit staff with the necessary skills.

D．the ability of employees to keep up with the latest developments.

(課外資料)

I am very happy to share my story about breast enlargement in Thailand. Anyone who is not sure about breast enlargement should read this story first.

Firstly, I was amazed at the level of care I received at the Thailand private hospital. It was like being in a luxury hotel. The nursing staffs were also better than those who I have ever met in all my years in America. Not only were they professional, but kinder and more patient than Western nurses.

The hospital food was excellent, so I was able to choose from a large and varied Menu. In my private room, there was cable T. V., a fridge, a phone, and impressive views of Bangkok(曼谷). My Translator was able to communicate with me, and the plastic surgeons arranged the whole operation without me lifting a finger.

The operation cost me a third of the price of the U. K. With the low cost of the air tickets and a holiday, it worked out at about half UK's price, because the cost in Thailand is so cheap.

Combining a plastic surgery with a holiday in an amazing place is an unforgettable experience. From the moment I arrived in Bangkok airport, I felt relaxed and welcomed by the Plastic Surgery & Holiday team, it made me feel that I had friends here already.

1. Where did the author have her breast-enlargement operation?{A; B; C}

A. In Thailand.

B. In America.

C. In U. K.

2. Was the author satisfied with the nursing staffs for her?{A; B; C}

A. No, because they were no better than America nurses.

B. Yes, because they were more patient than Western nurses.

C. No, because the care was very poor.

3. Which of the following statement is TRUE?{A; B; C}

A. The author was content with the food in the hospital.

B. When the author was in the hospital, she lived in a public room.

C. There was cable T. V., a bridge and a phone in the author’s room.

4. What does the underlined phrase lifting a finger mean in paragraph three?{A; B; C}

A. Doing something with only one finger.

B. Helping with something.

C. Carrying something.

5. Why did the author think her experience unforgettable?{A; B; C}

A. Because she had an operation there.

B. Because she was satisfied with everything there.

C. Because she was satisfied with the service and price there.

?Look at the guidelines below about staff appraisal.

?Choose the best word from the opposite page to fill each gap.

?For each question 19-33 mark one letter A, B, C or D on your Answer Sheet.

Staff Appraisal

Management and staff have agreed to put in place (example) a company-wide system for staff appraisal. Each member of staff will meet at least once a year with their manager to discuss and assess the employee's performance and to complete an appraisal form.

Staff appraisal interviews are a valuable means of (19) between managers and subordinates: they ensure that an organization develops its human (20) and that employees get maximum job (21)

The guidelines below have been drawn up in order to assist in this (22)

The Appraisal Interview

The main (23) of the interview is to (24) employees be as effective as possible in their present jobs. It (25) the manager and subordinate the opportunity to review past and present job performance together, and to (26) for the future.

First Stage—Preparation for the interview

Before the appraisal interview the manager and subordinate should (27) the specific areas for discussion and agree on a time-period which the appraisal should (28) (normally 12 months).

Second Stage—At the interview

If necessary the employee and manager should (29) to last year's appraisal and decide whether key aims and targets have been achieved. They should (30) on aims for the future appraisal period and how performance should be judged.

Third Stage—Assessment of performance

The appraisal document should be completed by the manager after the interview. It should then be discussed with the employee before the (31) signing.

It should include:

a) Areas of the employee's work where there have been failures.

b) Areas where there have been prominent successes.

c) An assessment of the employee's (32) to organize and plan his or her time, and to make the most efficient (33) of resources.

(19)

A．speech

B．talk

C．function

D．communication

Part A

Directions: Read the following four texts. Answer the questions below each text by choosing A, B, C or D. (40 points)

It might take only the touch of peach fuzz to make an autistic child howl in pain. The odour of the fruit could be so overpowering that he gags. For reasons that are not well understood, people with autism do not integrate all of their senses in ways that help them understand properly what they are experiencing. By the age of three, the signs of autism—infrequent eye contact, over-sensitivity or under-sensitivity to the environment, difficulty mixing with others are in full force. There is no cure; intense behavioural therapies serve only to lessen the symptoms.

The origins of autism are obscure. But a paper in Brain, a specialist journal, casts some light. A team headed by Marcel Just, of Carnegie Mellon University, and Nancy Minshew, of the University of Pittsburgh, has found evidence of how the brains of people with autism function differently from those without the disorder.

Using a brain-scanning technique called functional magnetic-resonance imaging(FMRI), Dr. Just, Dr. Minshew and their team compared the brain activity of young adults who had "high functioning" autism (in which an autist's IQ score is normal) with that of non-autistic participants. The experiment was designed to examine two regions of the brain known to be associated with language—Broca's area and Wernicke's area—when the participants were reading.

Three differences emerged. First, Wernicke's area, the part responsible for understanding individual words, was more active in autists than non-autists. Second, Broca's area—where the components of language are integrated to produce meaning—was less active. Third, the activity of the two areas was less synchronised.

This research has led Dr. Just to offer an explanation for autism, lie calls it "underconnectivity theory". It depends on a recent body of work which suggests that the brain's white matter (the wiring that connects the main Bodies of the nerve ceils, or grey matter, together) is less dense and less abundant in the brain of an autistic person than in that of a non-autist. Dr. Just suggests that abnormal white matter causes the grey matter to adapt to the resulting lack of communication. This hones some regions to levels of superior ability, while others fall by the wayside.

The team chose to examine Broca's and Wernieke's areas because language-based experiments are easy to conduct. But if the underconnectivity theory applies to the rest of the brain, too, it would be less of a mystery why some people with autism are hypersensitive to their environments, and others are able to do certain tasks, such as arithmetic, so well. And if it is true that underconnectivity is indeed the main problem, then treatments might be developed to stimulate the growth of the white-matter wiring.

Which of the following is true according to the first paragraph?

A．The smell of a peach can make an autistic person feel painful.

B．Autistic persons have difficulty understanding their environment.

C．The signs of autism begin to appear after the age of three.

D．Behavioural therapies can be used to cure people of autism.

Part A

Directions: Read the following four texts. Answer the questions below each text by choosing A, B, C or D. (40 points)

It might take only the touch of peach fuzz to make an autistic child howl in pain. The odour of the fruit could be so overpowering that he gags. For reasons that are not well understood, people with autism do not integrate all of their senses in ways that help them understand properly what they are experiencing. By the age of three, the signs of autism—infrequent eye contact, over-sensitivity or over—sensitivity to the environment, difficulty mixing with others—are in full force. There is no cure; intense behavioural therapies serve only to lessen the symptoms.

The origins of autism are obscure. But a paper in Brain, a specialist journal, casts some light. A team headed by Marcel Just, of Carnegie Mellon University, and Nancy Minshew, of the University of Pittsburgh, has found evidence of how the brains of people with autism function differently from those without the disorder.

Using a brain-scanning technique called functional magnetic-resonance imaging (FMRI), Dr. Just, Dr. Minshew and their team compared the brain activity of young adults who had "high-functioning" autism (in which an autiat's IQ score is normal) with that of non-autistic participants. The experiment was designed to examine two regions of the brain known to be associated with language—Broca's area and Wernicke's area—when the participants were reading.

Three differences emerged. First, Wernicke's area, the part responsible for understanding individual words, was more active in autists than non-autists. Second, Broca's area—where the components of language are integrated to produce meaning—was less active. Third, the activity of the two areas was less synchronised.

This research has led Dr. Just to offer an explanation for autism. He calls it "underconnectivity theory". It depends on h recent body of work which suggests that the brain's white matter (the wiring that connects the main bodies of the nerve cells, or grey matter, together) is less dense and less abundant in the brain of an autistic person than in that of a non-autist. Dr. Just suggests that abnormal white matter causes the grey matter to adapt to the resulting lack of communication. This hones some regions to levels of superior ability, while others fall by the wayside.

The team chose to examine Broca's and Wernicke's areas because language-based experiments are easy to conduct. But if the underconnectivity theory applies to the rest of the brain, too, it would be less of a mystery why some people with autism are hypersensitive to their environments, and others are able to do certain tasks, such as arithmetic, so well. And if it is true that underconnectivity is indeed the main problem, then treatments might be developed to stimulate the growth of the white-matter wiring.

Which of the following is true according to the first paragraph?

A．The smell of a peach can make an autistic person feel painful.

B．Autistic persons have difficulty understanding their environment.

C．The signs of autism begin to appear after the age of three.

D．Behavioural therapies can be used to cure people of autism.

The years between 1870 and 1895 brought enormous changes to the theater in the United States as the resident company was undermined by .touring groups, as New York became the only major center of production, and as the long nm replaced the repertory (庫存) system. By 1870, the resident stock company was at the peak of its development in the United States. The 50 permanent companies of 1870, however, had dwindled to 20 by 1878, to 8 by 1880, to 4 by 1887, and had almost disappeared by 1900.

While the causes of this change are numerous, probably the most important was the rise of the "combination" company (that is, one that travels with stars and full company). Sending out a complete production was merely a logical extension of touring by stars. By the 1840's many major actors were already taking along a small group of lesser players, for they could not be sure that local companies could supply adequate support in secondary roles.

There is much disagreement about the origin of the combination company. Bouciault claimed to have initiated it around 1860 when he sent out a troupe with Colleen Bawn, but a book published in 1859 speaks of combination companies as already established. Joseph Jefferson Ⅲ also declared that he was a pioneer in the movement. In actuality, the practice probably began tentatively during the 1850's, only to be interrupted by the Civil War. It mushroomed in the 1870's, as the rapid expansion of. the railway system made it increasingly feasible to transport full productions. In 1872, Lawrence Barrett took his company, but no scenery, on tour; in 1876, Rose Michel was sent out with full company, scenery, and properties. By the season of 1876 --1877 there were nearly 100 combination companies on the read, and by 1886 there were 282.

What was the trend for the resident stock companies at the end of the 19th century?

根據(jù)下列材料，請回答 46～50 題：

Read the following text carefully and then translate the underlined segments into Chinese. Your translation should be written clearly on ANSWER SHEET 2. ( 10 points)

Since the days of Aristotle, a search for universal principles has characterized the scientific enterprise. In some ways, this quest for commonalities defines science. Newton's laws of motion and Darwinian evolution each bind a host of different phenomena into a single explicatory framework.

(46)In physics, one approach takes this impulse for unification to its extreme, and seeks a theory of everything — a single generative equation for all we see. It is becoming less clear, however, that such a theory would be a simplification, given the proliferation of dimensions and universes that it might entail. Nonetheless, unification of sorts remains a major goal.

This tendency in the natural sciences has long been evident in the social sciences too. (47)Here, Darwinism seems to offer justification, for if all humans share common origins, it seems reasonable to suppose that cultural diversity could also be traced to more constrained beginnings. Just as the bewildering variety of human courtship rituals might all be considered to be forms of sexual selection, perhaps the world's languages, music, social and religious customs and even history are governed by universal features. (48)To filter out what is contingent and unique from what is shared might enable us to understand how complex cultural behaviour arose and what guides it in evolutionary or cognitive terms.

That, at least, is the hope. But a comparative study of linguistic traits published online today supplies a reality check. Russell Gray at the University of Auckland and his colleagues consider the evolution of grammars in the light of two previous attempts to find universality in language.

The most famous of these efforts was initiated by Noam Chomsky, who postulated that humans are born with an innate language-acquisition capacity that dictates a universal grammar. A few generative rules are then sufficient to unfold the entire fundamental structure of a language, which is why children can learn it so quickly.

(49)The second, by Joshua Greenberg, takes a more empirical approach to universality, identifying traits (particularly in word order) shared by many languages, which are considered to represent biases that result from cognitive constraints.

Gray and his colleagues have put them to the test by examining four family trees that between them represent more than 2,000 languages. (50) Chomsky’s grammar should show patterns of language change that are independent of the family tree or the pathway tracked through it, whereas Greenbergian universality predicts strong co-dependencies between particular types of word-order relations. Neither of these patterns is borne out by the analysis, suggesting that the structures of the languages are lineage-specific and not governed by universals.

第 46 題 請在（46）處填上最佳答案

Part A

Directions: Read the following three texts. Answer the questions on each text by choosing A, B, C or D. Mark your answers on ANSWER SHEET 1.

The entertainment profession, or" show business", attracts many young people. Unfortunately, only very few can hope to become famous and successful. Talent is not enough, because show business is as competitive as any other business. Without a good manager, the performer can never hope to succeed. Fashion is important in this business too. The best tailor in the world will never be a success if he makes old fashioned clothes. In exactly the same way, a performer must change his "act" in order to follow the taste of the moment. This is true for actors, dancers and comedians, but perhaps most of all for singers.

"Pop" stands for "popular", and a pop singer has to work very hard to 'become popular. He must either give the public what they already want or he must find a new way of singing that will attract their attention. Even when he has succeeded ,his records are sold everywhere, he cannot relax. Then he must work harder than ever to stay popular, because there are always younger singers trying to become famous and to steal some of the popularity.

The life of a successful pop singer is not all easy. He can only relax when he is alone, because every thing he does is watched and reported in the special newspaper written for the "fans". The fans are the most important people in the world for the singer. They buy his records, they go to his concerts, and they make him rich and famous. But they can be very annoying, too. Sometimes their enthusiasm goes out of control that they do anything to get something from you for memory. They steal handkerchiefs, they tear off buttons, and they even cut off piece of the unfortunate singer's hair. Many singers have been stripped practically naked by their fans. A pop singer has to spend a lot of money on clothes, because he must always look smart, or, at any rate, different. He must have a luxurious car. And most important -- he must always keep smiling for the benefit of his public.

In order to become a successful performer in show business, one must have ______.

A．good appearance

B．money

C．good chances

D．talent, fashion and a good manager