题目内容
（请给出正确答案）
What employers are supposed to do in hard economic times？
A．They should cut down the number of employees.
B．They should advise their workers to work part time at home.
C．They should provide staff more guidance and suggestions.
如果结果不匹配，请 联系老师 获取答案
更多“What employers are supposed to…”相关的问题
What's the problem of the middle income people working generally for small employers？
A．Losing insurance.
B．Getting disease.
C．Losing jobs.
D．Decreasing incomes.
What does the speaker say about achieving goals？
A．It leaves the worker with a feeling of satisfaction.
B．It gives the company greater productivity each day.
C．It allows employees to prepare for the next task.
D．It enables employers and employees to communicate.
M：Well，most employers overseas are looking for someone who has at least a Bachelor's degree and one or two years of teaching experience．
Q：What are the requirements of being an English teacher overseas？
(17)
A．A Bachelor's degree and at least two years of teaching experience.
B．A Doctor's degree and at least two years of teaching experience.
C．A Bachelor's degree and at least one year of teaching experience.
D．A Doctor's degree and at least one year of teaching experience.
Employers and career experts see a growing problem in American society--a(n)【C1】______of college graduates, many burdened with tuition-loan(学费贷款)debt,【C2】______into the work world with a degree that doesn't mean much【C3】______The problem isn't just a soft job market--it's a(n)【C4】______of graduates. In 1973, a bachelor's degree was more of a rarity,【C5】______just 47% of high school graduates went on to college. By October 2008, that number had【C6】______to nearly 70%. For many Americans today, a trip through college is considered as【C7】______of a birthright as a driver's license.
Employers stress that a basic degree【C8】______essential, carefully tiptoeing around the idea that its【C9】______has decreased. But they admit that the degree alone is not enough; now they【C10】______work experience as a way to make yourself【C11】______. Daniel Pink, an author on motivation【C12】______the workplace, agrees that the bachelor's degree "is necessary, but it's just not【C13】______," at times doing little more than verifying "that you can more or less show up on time and【C14】______with it." The author of A Whole New Mind: Why Right Brainers Will Rule the Future says companies want【C15】______. They're looking for people who can do【C16】______that can't be outsourced(工程外包), he says, and graduates who "don't【C17】______a lot of hand-holding."
For now, graduates can steer their careers【C18】______job growth is strong--education, health care and nonprofit programs【C19】______Teach for America, says Trudy Steinfeld, a career counselor at New York University. "Every college degree is not cookie cutter. It's what you have done during that degree to【C20】______yourself."
【C1】
A．amount
B．number
C．abundance
D．sufficiency
F: Yes. I' m responsible for all aspects of staff recruitment, including policy making, that's for all staff from secretarial to executive level. I make sure that everyone's following the right procedures. I' m also involved in the interviewing and selection of management staff. That's for all the stores.
M: You have another role in recruitment, don't you？ With the Association of Graduate Re？cruiters？
F: Yes, I chair the executive committee.
M: Can you tell us a bit more about the Association？
F: Yes, at the moment, the AGR consists of a group of major employers of graduates, but more and more graduates are being recruited by small and medium-sized companies, so I expect the membership of the Association will change along with that. We have quite a range of activities, we have information service through which we give advice to any graduate employer and, uh, we also supply statistics to the education sector. For the fu？ture, we' re hoping to develop as a training body, particularly working with, uh, new graduate re？cruiters. So, in general, you could say that we exist to spread good practice.
M: There've been quite a few changes in Higher Education over the last few years, of course. As a graduate recruiter, these must have been quite important to you.
F: Yes. Universities and colleges have certainly changed. They're far less elitist now than they used to be. And, yes, they've opened their doors to a much wider range of people. And there are different types of courses now. There are short, modular courses in languages and business skills and of course these are all helpful when it comes to looking for a job.
M: Do you think that further changes are needed in the future？
F: Yes, I do. I think that colleges need to listen to what employers are saying about the need for people to learn to work in groups. In this situation, people get used to cooperating and sharing information. Of course, at the moment, we've got examination systems that doesn't allow for collabora？tion. So it seems to me that more team work is required when it comes to studying.
M: What kind of skills would you say employers are looking for？ I mean, are graduates ready for work？
F: Well, as always, some are, and some aren't. You see, the colleges have to achieve good ex？am results, but this isn't always what employers are looking for. Certainly in the service sector, em？ployers want people who can interact with customers and who can work as part of a team. The ability of using computers and all the other new technology isn't such an issue anymore. I suppose employers feel they can take it for granted now and it's very easy to train people up.
M: And how does a company decide whether a graduate has the skills he's looking for？ For example, what is the selection procedure at Carters？
F: Well, the first stage consists of individual interviews. These are followed by group exercises. There are three exercises and they last about 24 hours. I suppose ideally they should be longer. But there are some practical constraints. Anyway the process itself gives people the opportunity to display certain skills, like the ability to work in a team or the ability to plan and organize.
M: Do these skills develop after selection？
F: We can teach graduate employees certain things, such as leadership techniques, and we also encourage certain things with rewards, initiative for example. But the basis of our approach is career development for all graduates, not just the real high fliers. We actually think the companies benefit more from improving the performance of the typical graduates, not just a selected few.
M: Kate Orebi, Thanks for joining us.
You will hear a radio interview with Kate Orebi, a recruitment manager at Carters(a national chain of department stores ), and Chair of the Association of Graduate Recruiters(AGR).
A．trains executives in recruitment procedures
B．interviews secretarial staff for each store
C．decides on the company's recruitment policy
F: Yes. I'm responsible for all aspects of staff recruitment, including policy making. That's for all staff from secretarial to executive level. I make sure that everyone's following the right procedures. I'm also involved in the interviewing and selection of management staff. That's for all the stores.
M: You have another role in recruitment, don't you？ With the AGE？
F: Yes, I chair the executive committee.
M: Can you tell us a bit more about the Association？
F: Yes, at the moment, the AGE consists of a group of major employers of graduates, but more and more graduates are being recruited by small and medium-sized companies, so I expect the membership of the Association will change along with that. We have quite a range of activities, we have information service through which we give advice to any graduate employer and we also supply statistics to the education sector. For the future, we're hoping to develop as a training body, particularly working with new graduate recruiters. So, in general, you could say that we exist to spread good practice.
M: There've been quite a few changes in Higher Education over the last few years, of course. As a graduate recruiter, these must have been quite important to you.
F: Yes. Universities and colleges have certainly changed. They're far less elitist now than they used to he. And, yes, they've opened their doors to much wider range of people. And there are different types of courses now. There are short, modular courses in languages and business skills and of course these are all helpful when it comes to looking for a job.
M: Do you think that further changes are needed in the future？
F: Yes, I do. I think that colleges need to listen to what employers are saying about the need for people to learn to work in groups. In this situation, people get used to cooperating and sharing information. Of course, at the moment, we've got examination systems that doesn't allow for collaboration. So it seems to me that more teamwork is required when it comes to studying.
M: What kind of skills would you say employers are looking for？ I mean, are graduates ready for work？
F: Well, as always, some are, and some aren't. You see, the colleges have achieved good exam results, but this isn't always what employers are looking for. Certainly in the service sector, employers want people who can interact with customers and who can work as part of a team. The ability of using computers and all the other new technology isn't such an issue anymore. I suppose employers feel they can take it for granted now and it's very easy to train people.
M: And how does a company decide whether a graduate has the desired skills？ For example, what is the selection procedure at BCF？
F: Well, the first stage consists of individual interviews. These are followed by group exercises and they last about 24 hours. I suppose ideally they should be longer. But there are some practical constraints. Anyway the process itself gives people the opportunity to display certain skills, like the ability to work in a team or the ability to plan and organize.
M: Do these skills develop after selection？
F: We can teach graduate employees certain things, such as leadership technique, and we also encourage certain things with rewards, initiative, for example. But the basis of our approach is career development for all graduates, not just the real high fliers. We actually think the companies benefit more from improving the performance of the typical graduates, not just a selected few.
M: Kate Kidman. Thanks for joining us.
？You will hear a radio interview with Kate Kidman, a HR manager at BCF and Chairperson at AGE.
？Mark one letter (A, B or C) for the correct answer.
？You will hear the records twice.
In her job as recruitment manager at BCF, Kate Kidman
A．trains executives in recruitment procedures.
B．interviews secretarial staff for each store.
C．decides on the company's recruitment policy.
What is the expectation of the employers to their employees？
A．Be optimistic.
B．Be flexible.
C．Be courageous.
D．Be resistant.
Health Care in the US
Health care in the US is well-known but very expensive. Paying the doctor's bill after a major illness or accident can cost hundreds of thousands of dollars.
In the US, a person's company, not the government, pays for health insurance.
Employers have contracts with insurance companies, which pay for all or part of employees' doctors' bills.
The amount that the insurance company will pay out to a patient differs wildly. It all depends on what insurance the employer pays. The less the boss pays to the insurance company, the more the employee has to pay the hospital each time he or she gets sick. In 2004, the average worker paid an extra US$558 a year, according to a San Francisco report.
The system also means many Americans fall through the cracks (遭遗漏)In 2004,only 61 per cent of the population received health insurance through their employers,
according to the report. The unemployed, self-employed, part-time workers and graduated students with no jobs were not included.
Most US university students have a gap between their last day of school and their first day on the job. Often, they are no longer protected by their parents' insurance because they are now considered independent adults. They also cannot buy university health insurance because they are no longer students.
Another group that falls through the gap of the US system is international students. All are required to have health insurance and cannot begin their classes without it. But exact policies (保险单) differ from school to school.
Most universities work with health insurance companies and sell their own standard plan for students. Often, buying the school plan is required, but luckily it's also cheaper than buying direct from the insurance company.
TS}In the US, a person's company buys him or her health insurance.
A．Right
B．Wrong
C．Not mentioned
What will the employers do to reduce the health-care cost？
A．They will not provide health care for the retirees.
B．They will employ fewer employees.
C．They will ask their employees to pay most of the cost.
D．They will depend on the regulation of doctor and hospital fees.
director of UK operations for Top Employers. Many companies they have researched are short of talents. Though the companies may receive many applications, they can not find the people they want.
Top Employers’ research show that offering good career chances is the key to attracting and keeping the talent. Smart employees know their own value and will want to know what their employers can offer them after five or 10 years’ career development. So, keeping staff is the biggest challenge employers face in the long run.
Yet not every employee feels that they can better their career chances. Some are still nervous about losing their jobs, despite a recent fall in unemployment, says the Trades Union Congress (TUC). TUC points out that some four-fifths of new jobs created have been in parts of the economy where average pay rates are less than £8 an hour since the recession began. Many of these jobs are on temporary or zero-hours contracts.
A report from the Office for National Statistics published in February showed that real wages have been falling consistently since 2010. It’s the longest period since at least 1964. “We’re still in the hardest living standards squeeze for over a century and those who are already working have had years of real-terms pay cuts,” says TUC spokesperson Liz Chinchen. “Understanding the pressures that staff face is a good starting point for any employer. If employers want to show concern for their staff, they should be paying them well and understand that zero-hours contracts bring insecurity and extreme money worries.”
1.According to research by Top Employers, many corporations have enough talents for their development.
2.The data shows the key to attracting talents is to offer high salary.
3.The biggest challenge for employers to is keeping staff in the long run.
4.Not all employees believe that they can get a better offer.
5.The wages have been rising consistently since 2010.
What can we infer from the passage about the American employers？
A．They are better educated than Japanese employers
B．They were stricter with their employees before
C．They are more concerned with their employees than they used to be
D．They do not show as much concern for their employees now as they used to
