人力三級(jí)英語(yǔ)閱讀理解(英漢互譯含答案)

1、一ThelabmarketcontextfhumanresourceplanningThecontextfobtainingthepeoplerequiredwillbethelabmarketsinwhichtheganizationisoperatingwhichare:本文講的是將來(lái)企業(yè)為了得到運(yùn)營(yíng)所需要的人的主要途徑將會(huì)是勞動(dòng)力市場(chǎng)1.Theinternallabmarketthestocksflowsofpeoplewithi

2、ntheganizationwhocanbepromotedtrainedredeployedtomeetfutureneeds.1.內(nèi)部勞動(dòng)力市場(chǎng)組織內(nèi)的人可以提升，企業(yè)內(nèi)部人力資源的的儲(chǔ)備和流動(dòng)，可以被提升的、培訓(xùn)或者調(diào)配崗位為了未來(lái)的發(fā)展2.Theexternallabmarkertheexternallocalregionalnationalinternationalmarketsfromwhichdifferentstsofp

3、eoplecanberecruited.Thereareusuallyanumberofmarketsthelabsupplyinthesemarketsmayvaryconsiderably.Likelyshtageswillneedtobeidentifiedsothatstepscanbetakentodealwiththemfexamplebydevelopingameattractive‘employmentpropositi

4、on’.2.外部勞動(dòng)力市場(chǎng)外部的地方、區(qū)域、國(guó)家和國(guó)際市場(chǎng)中不同類型可以招募的人。通常有大量的市場(chǎng)，在這些市場(chǎng)的勞動(dòng)力供給可能有很大的不同?？赡艿牟蛔愣夹枰_定，可以采取措施來(lái)對(duì)付他們，例如通過(guò)開(kāi)發(fā)一個(gè)更具吸引力的就業(yè)命題。Aspartofthehumanresourceplanningprocessanganizationmayhavetofmulate‘makebuy’policydecisions.A‘make’policymea

5、nsthatganizationpreferstorecruitpeopleatajunilevelastraineerelymainlyonpromotionfromwithintrainingprogramstomeetfutureneeds.A‘buy’policymeansthatmereliancewillbeplacedonrecruitingfromoutside‘bringingfreshbloodintothegani

6、zation’.Inpracticeganizationstendtomixthetwochoicestogethertovaryingdegreesdependingonthesituationofthefirmthetypeofpeopleinvolves.Ahighlyentrepreneurialcompanyoperatingintheturbulentconditionsonewhichhasjuststartedupwil

7、lprobablyrelyalmostentirelyonexternalrecruitment.Whendealingwithknowledgewkerstheremaybelittlechoice—theytendtobemuchmemobileresourcingstrategymayhavetorecognizethatexternalrecruitmentwillbethemainsourceofsupply.Manageme

8、ntconsultanciestypicallyfallintothiscategy.Firmswhichcanpredictpeoplerequirementsfairlyaccuratelymayrelymeondevelopingtheirownstaffoncetheyhavebeenrecruited.作為人力資源規(guī)劃過(guò)程的一部分，一個(gè)組織可能是“制造或購(gòu)買的決策?！爸圃臁钡恼咭馕吨M織更傾向于招募人處于初級(jí)階段或?qū)嵙?xí)，主要

9、依靠?jī)?nèi)部晉升和培訓(xùn)計(jì)劃，以滿足未來(lái)的需求?！百?gòu)買”政策意味著更多的依賴從外部招聘——“為公司帶來(lái)新鮮血液”。在實(shí)踐中，組織傾向于將兩個(gè)選擇不同程度的混合在一起，取決于企業(yè)所處的環(huán)境和人們的意愿。一個(gè)在動(dòng)蕩的環(huán)境中運(yùn)營(yíng)的高度創(chuàng)業(yè)的公司，或者剛剛起步的公司，可能幾乎完全依賴于外部招聘。在與知識(shí)性員工打交道時(shí)，可能有一些選擇，他們往往更容易移動(dòng)，而戰(zhàn)略外包可能需要認(rèn)識(shí)到外部招聘將是主要的供給來(lái)源。管理咨詢顧問(wèn)通常都屬于這一類，能夠適當(dāng)準(zhǔn)確地預(yù)

10、測(cè)人們需求的公司，一旦錄用，就更依賴于開(kāi)發(fā)自己的員工。1.A‘make’policymeansthatganizationpreferstopromotepeoplefrominternallabmarket.C“制定”政策意味著組織更喜歡從內(nèi)部勞動(dòng)力市場(chǎng)提拔員工A.regionallabmarket區(qū)域勞動(dòng)力市場(chǎng)B.nationallabmarket國(guó)家勞動(dòng)力市場(chǎng)2Wlaters(1983)identifiesninesourcesW

11、laters(1983)identifiesninesourcesofinfmationwhichhelptoidentifytrainingpriities.Theseare:1.ganizationalgoalscpateplanswhichindicatethedirectioninwhichtheganizationisgoingtherefemajtrainingpriities.2.Humanresourcesuccessi

12、onplanningwhichprovidesinfmationonfutureskillrequirementsmanagementtrainingneeds.3.PersonnelstatisticsonfexamplelabturnoverwhichhighlightHRissueswhichmightbeaddressedbytraining.4.Exitinterviewswhichmightsuggestdeficienci

13、esintrainingarrangements.5.Consultationwithsenimanagerswhichobtainsopinionsontrainingneedsfromkeydecisionmakers.6.Dataonproductivityqualityperfmancewhichshowwherethereareanygapsbetweenexpectationsresultsnegativetrendsthe

14、refesuggesttrainingneeds.7.Departmentallayoutchangeswhichprovideinfmationaboutfuturedevelopmentsrelatedtrainingneeds.8.Managementrequestsftrainingwhichsetoutperceivedneeds.9.Knowledgeoffinancialplanswhichdeterminewhether

15、thefundswillbeavailableftrainingmayencouragefreshapproachesifresourcesarelimited.TwoothersourcesnotdirectlymentionedbyWaltersareplansfintroducingnewtechnologydevelopingITsystemsmarketingplanswhichindicatewherenewskillsar

16、erequiredtomarketnewproductsservicesusedifferentsellingtechniquesoperateinnewterrities.Wlaters（1983）提出了九種可以幫助確認(rèn)哪些項(xiàng)目應(yīng)該優(yōu)先培訓(xùn)的方法。它們是：1.組織目標(biāo)和企業(yè)計(jì)劃，它表明了組織發(fā)展方向，因此，它是主要的優(yōu)先培訓(xùn)的。2.人力資源和接班計(jì)劃，提供有關(guān)未來(lái)技能需求和管理培訓(xùn)需求的信息。3.人事統(tǒng)計(jì)，例如，勞動(dòng)力流動(dòng)率，突出了人

17、力資源問(wèn)題，可能通過(guò)培訓(xùn)來(lái)解決。4.離職面談可能會(huì)在培訓(xùn)安排方面提出不足5.與高級(jí)管理人員協(xié)商，從關(guān)鍵決策者那里獲得培訓(xùn)需求的意見(jiàn)。6.關(guān)于生產(chǎn)力、質(zhì)量和性能的數(shù)據(jù)，顯示了期望與結(jié)果之間存在差距，因此提出了培訓(xùn)需求。7.部門布局變更，提供有關(guān)未來(lái)發(fā)展和相關(guān)培訓(xùn)需求的信息。8.培訓(xùn)需求的管理要求9.了解財(cái)務(wù)計(jì)劃，確定資金是否可用于培訓(xùn)，如果資源有限，可以鼓勵(lì)新方法Walters沒(méi)有直接提到的另外兩個(gè)來(lái)源是引進(jìn)新技術(shù)或開(kāi)發(fā)IT系統(tǒng)的計(jì)劃，以