HR三级英语阅读理解 16
1. Which of the following isn’t contingent workers? . A. temporary workers B. part-time workers C. permanent employees D. just-in-time employees
2. About the number or percentage of contingent workers in the U.S. in 1993, which of the following is
false? . A. 21 million
B. 17% of the U.S. labor force
C. Slicing the numbers another way, there were 1.7 million D. 20% of employees who worked for all the new jobs
3. Contingent workers are now growing popular because of the following factors except . A. Employers desire for ever-higher productivity.
B. Employers want to fill in for the days or weeks that permanent employees are on vacation. C. Employers can save the time and expense of personally recruiting and training new workers. D. Employers can save the expenses involved in filing payroll taxes and maintaining absence records.
4. According to the passage, there are several job areas for contingent workers except . A. permanent jobs B. maintenance C. engineering
D. management support occupations
5. This passage might be extracted from the paper about . A. selection B. recruitment C. outplacement D. replacement
Answer:1.C 2.D 3.B 4.A 5.B 16
HR三级英语阅读理解 17
九．
Many promotable candidates are originally hired through college recruiting. This is therefore an important source of management trainees, as well as of professional and technical employees. There are two main problems with on-campus recruiting. First, it is relatively expensive and time-consuming for the recruiters. Schedules must be set interview kept, and much recruiting time spent on campus. Second, recruiters themselves are sometimes ineffective, or worse. Some recruiters are unprepared, show little interest 司宣传册印刷，访谈记录保存，和多时间花在well in advance, company brochures printed, records of 校园招聘。第二，招聘人员本身有时是无效的，或者更糟。有些招聘人员措手不及，显示在候选兴趣不大，和行为上。许多招聘人员也没有学员管理的一个重要来源，以及专业技术人员。 有两个主要问题的校园招聘。首先，它的对象是相对昂贵和费时。计划必须事先设置好，公许多提升者原本雇用通过高考招生。这是因此，in the candidate, and act superior. Many recruiters also 有效的筛选学生候选人。例如，学生身体的吸don‘t effectively screen their student candidates. For 引力往往大于其他更有效的特点和技巧。一些example, students‘ physical attractiveness often outweighs 招聘人员也倾向于把女性的“女性”和“男性工作other more valid traits and skills. Some recruiters also tend to assign females to ―female-type‖ jobs and males to 的男性型”工作。这些发现强调需要培训之前，―male-type‖ jobs. Such findings underscore the need to 发送给校园招聘。 train recruiters before sending them to the campus. You have two goals as a campus recruiter. Your main 你有两个目标作为校园招聘。你的主要功能是function is screening, which means determining whether a 屏蔽，这意味着确定候选人是否是值得进一步candidate is worthy of further consideration. Exactly which 考虑的。哪些品质你寻找取决于具体的招聘需traits you look for will depend on your specific recruiting needs. Traits to assess include motivation, communication skills, education, appearance, and attitude. 外观，和态度。 While your main function is to find and screen good 当你的主要功能是发现和屏幕的很好的候选candidates, your other aim is to attract them to your firm. A 人，你的另一个目的是吸引到你的公司。一个sincere and informal attitude, respect for the applicant as an individual, and prompt follow-up letters can help you to 真诚的和非正式的态度，对申请人作为一个个sell the employer to the interviewee. Recruiters and schools must be chosen. As summarized in Table 3-2, employers choose college 体，并及时跟进信可以帮助你卖雇主面试。 招聘人员和学校必须选择。如表3-2，雇主选择求。特性评估，包括激励，沟通技能，教育，recruiters largely on the basis of who do the best job of 大学的招聘人员的主要依据是谁做的识别优秀identifying good applicants and filling vacancies. Factors in 的申请人，填补空缺的最好的工作。因素在选selecting schools in which to recruit include the school‘s 择学校，招收包括学校的声誉和以前的员工表reputation and the performance of previous hires form it. 现形式。 17
HR三级英语阅读理解 18
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HR三级英语阅读理解 19
十．Older Worker as a Source Candidates
Fewer 18-to 25 –year-olds are entering the work force; this has caused many employers to look into ―harnessing America‘s gray power,‖ either by encouraging retirement-age employees to stay with the company or by actively recruiting employees who are at or beyond retirement age. It is practical in terms of productivity to keep older workers on? The answer seems unequivocally to be ―yes‖. Age-related changes in physical ability, cognitive performance, and personality have little effect on worker‘s output except in the most physically demanding tasks. Similarly, creative and intellectual achievements do not decline with age and absenteeism drops as age increases. Older workers also usually display more company loyalty than youthful workers, tend to be more satisfied with their jobs and supervision, and can be trained or retrained as effectively as anyone.
Recruiting and attracting older workers involves any or all the sources described earlier (advertising, employment agencies, and so forth), but with one big difference. Recruiting and attracting older workers generally requires a comprehensive HR retiree effort before the recruiting begins. The aim is to make the company an attractive place in which the older worker can work. Specifically:
Examine your personnel policies. Check to make sure policies and procedures do not discourage recruitment of seniors or encourage valuable older people to leave. For example, policies like paying limited or no benefits to part-time workers, promoting early retirement, or offering no flexible work schedules will impede older worker recruitment and/or retention.
Develop flexible work options. These include part-time, shorter-than-30-hour workweeks, consulting or seasonal work, reduced hours with reduced pay, and flextime (building the workday around a core of required hours like 11 A.M. to 3 P.M. but otherwise letting workers come and go as they please). For example, at Wrigley Company, workers over 65 can progressively shorten their work schedules; another company uses ―minishifts‖ to accommodate those interested in working less than full time.
Create or redesign suitable jobs. At Xerox, unionized hourly workers over 55with 15 years of service and those over 50 with 20 years of service can bid on jobs at lower stress and lower pay levels if they so desire.
Offer or redesign suitable jobs. Allowing employees to pick and choose among benefit options can be attractive to older as well as younger employees. For example, older employees often put more emphasis on longer vacations or on continued accrual of pension credits than do younger workers.
As one expert puts it,To recruit older workers, the message must be tailored to their way of thinking. Appealing to job qualities they value will attract attention. These include flexible hours, flexible benefits, autonomy, opportunity to meet new friends, and working with people their own age. You might also stress that you value their maturity and experience. 19
18到25岁的少–进入劳动力市场；这造成了许多的雇主调查”治理美国的灰色的权力，“要么通过鼓励退休年龄的员工留在公司或积极招募谁都达到或超过退休年龄的员工。它的生产力保持老工人是可行的吗？答案似乎很明确的是“是的”。体育能力，认知能力与年龄相关的变化，和个性工作者的输出影响不大，除了在最苛刻的物理任务。同样的，创造性的智力成果不随着年龄的下降，缺勤率下降随着年龄的增加。年长的工人也比年轻的员工通常显示公司的忠诚，往往与他们的工作和监督更满意，并能培养或培训作为有效的任何人。 招聘和吸引年长的工人包括任何或所有先前描述的来源（广告，招聘机构，等等），但有一个很大的不同。招聘和吸引年长的工人通常需要一个全面的人力资源招聘退休人员的努力开始之前。目的是使公司是一个有吸引力的地方，老员工的工作。具体的：
检查你的人事政策。检查以确保政策和程序不阻止招聘老人或者鼓励老年人把有价值的。例如，政策如支付有限的或没有兼职工人的利益，促进提早退休，或没有提供灵活的工作时间表会阻碍老年工人的招聘和/或保留。 发展灵活的工作选择。这些包括兼职，
shorter-than-30-hour咨询工作，或季节性的工作，减少工作时间和减少工资，和弹性工作制（建筑工作围绕着一个核心所需的时间是11点到下午3点，否则让工人来去自由）。例如，在箭牌公司，超过65名工人可以逐步缩短他们的工作日程；另一个公司使用“minishifts”来适应这些工作不感兴趣。
创建或重新设计合适的工作。在施乐公司，工会组织的工人在55with服务了15年和超过50与20年的服务可在投标工作在较低的压力和较低的工资水平，如果他们的愿望。
提供或设计合适的工作。让员工选择之间的利益选项选择可以吸引年长的和年轻的员工。例如，年长的员工往往把更多的重点放在更长的假期或继续权责发生制养老金额度比年轻的工人。
作为一位专家说，招募年长的工人，消息必须适应他们的思维方式。吸引他们的价值会吸引注意力的工作素质。这些包括灵活的工作时间，灵活的优点，自主性，认识新朋友的机会，与同龄人的工作。你也可以强调你的价值，他们的成熟和经验
HR三级英语阅读理解 20
1. Which of the age-related changes will affect worker’s output except in the most physically demanding tasks? . A. physical ability B. cognitive performance C. Personality D. company loyalty
2. “Harnessing America’s gray power,” means that . A. keeping older workers on B. recruiting 18- to 25-year-olds C. attracting minorities D. encouraging women to enter the work force
3. In order to make the company an attractive place in which the older worker can work, HR staff should do the following except . A. examine the personnel policies B. develop flexible work options C. reward at lower pay levels D. offer or redesign suitable jobs
4. According to the passage, which of the following isn’t a flexible work option? . A. shorter-than-30-hour workweeks B. full-time
C. seasonal work D. reduced hours with reduced pay
5. From this passage, we can infer that . A. In America, there is no deficit of work force. B. Absenteeism is positively related to ages.
C. Flexible work options can be attractive to older workers.
D. To recruit older workers, the message needn’t be in accordance with their way of thinking.
Answer:1.D 2.A 3.C 4.B 5.C
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