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Reskilling is something that sounds like a buzzword but is actually a requirement if we plan to have a future where a lot of would-be workers do not get left behind.
We know we are moving into a period where the jobs in demand will change rapidly, as will the requirements of the jobs that remain. Research by the WEF detailed in the Harvard Business Review, finds that on average 42 per cent of the “core skill” within job roles will change by 2022.That is a very short timeline, so we can only imagine what the changes will be further in the future.
The question of who should pay for reskilling is a thorny one. For individual companies, the temptation is always to let go of workers whose skills are no longer demand and replace them with those whose skills are. That does not always happen. AT&T is often given as the gold standard of a company who decided to do a massive reskilling program rather than go with a fire-and-hire strategy ultimately retraining 18,000 employees. Prepandemic, other companies including Amazon and Disney had also pledged to create their own plans. When the skills mismatch is in the broader economy though, the focus usually turns to government to handle. Efforts in Canada and elsewhere have been arguably languid at best, and have given us a situation where we frequently hear of employers begging for workers even at times and in regions where unemployment is high.
With the pandemic, unemployment is very high indeed. In February, at3.5 per cent and5.5 per cent respectively, unemployment rates in Canada and the United States were at generational lows and worker shortages were everywhere. As of May, those rates had spiked up to13.3 per cent and 13.7 per cent, and although many worker shortages had disappeared, not all had done so. In the medical field, to take an obvious example, the pandemic meant that there were still clear shortages of doctors, nurses and other medical personnel.
Of course, it is not like you can take an unemployed waiter and train him to be doctor in few weeks, no matter who pays for it. But even if you cannot close that gap, maybe you can close others, and doing so would be to the benefit of all concerned. That seems to be the case in Sweden, where the pandemic kick-started a retraining program where business as well as government had a role.
Reskilling in this way would be challenging in a North American context. You can easily imagine a chorus of"you can’t do that"because teachers or nurses or whoever have special skills, and using any support staff who has been quickly trained is bound to end in disaster. Maybe. Or maybe it is something that can workwell in Sweden, with its history of co-operation between business, labour and government, but not in North America where our history is very different. Then again, maybe it is akin to wartime, when extraordinary things take place, but it is business as usual after the fact. And yet, as in war the pandemic is teaching us that many things, including rapid reskilling, can be done if there is a will to do them. In any case, Swedens’ work force is now more skilled, in more things, and more flexible than it was before.
Of course, reskilling programs, whether for pandemic needs or the postpandemic world, are expensive and at a time when everyone’s budgets are lean this may not be the time to implement them. Then again, extending income support programs to get us through the next months is expensive, too, to say nothing of the cost of having a swath of long-term unemployed in the POST-COVID years. Given that, perhaps we should think hard about whether the pandemic can jump-start us to a place where reskilling becomes much more than a buzzword.
西方写作常见开门见山,解题之前最好浏览一下首段。这里刚好是独句段,也就直言了主旨。“Reskilling is something that sounds like a buzzword but is actually a requirement if we plan to have a future where a lot of would-be workers do not get left behind.”这里讨论的主要内容是“Reskilling”,可以根据词根词缀知识拆解为“re-”(再次)和“skill”(技能),没有背过也可以大致理解为“再获得新技能”。结合后面信息,reskilling可以让工人不至于落后,也就是说有些工作技能已经滞后于时代,经过培训工作可以获得新技能实现再就业。类似话题在2014年Text-3涉及过,文章认为随着技术进度,机器将导致人们大量下岗。接下来根据题干关键词,跳读解题。
21. Research by the World Economic Forum suggests_________.
A. an increase in full-time employment
B. an urgent demand for new job skills
C. a steady growth of job opportunities
D. a controversy about the “core skills”
【解题思路】细节题。本题根据大写关键词World Economic Forum和Research定位于2段第2句,重点读that后宾语从句的信息“... that on average 42 per cent of the “core skill” within job roles will change by 2022.”,研究发现,工作中的大量核心技能将改变。和B选项an urgent demand for new job skills(急需新工作技能)构成同义替换,因此B是正确选项。
【错误辨析】从字形上看,考生特别容易选择出现原词core skill的D选项。但是正确答案的每个部分都要求体现在原文中,D选项的controversy(争议)并没有呈现在原文中,实际上作者并没有提及任何争议,2段1句也明确表达了,对工作的需求(也就是技能)将快速改变。A选项讨论全职雇佣的增加,D选项讨论工作机会缓慢增加,文中并没有讨论。
22. AT&T is cited to show_________.
A. an alternative to the fire-and-hire strategy
B. an immediate need for government support
C. the importance of staff appraisal standards
D. the characteristics of reskilling program
【解题思路】例证题,题干出现了“cited“和”show”两个特征词。例证题的做法是先找到例子,再在前后找论点进行精读,例子的作用是说明论点。文中"AT&T"的例子涵盖3段的4、5两句(第5句出现代词other说明衔接4句,还出现了Amazon和Disney的例子,和4句共同作为例子,证明论点)。根据例证题规律,70-80%的论点句出现在例子前1-2句,因此精读本段第2-3句。“For individual companies, the temptation is always to let go of workers whose skills are no longer demand and replace them with those whose skills are. That does not always happen. ”意为:对于个别公司来说,总是让那些技能落后的员工离开,取而代之的是那些有急需技能的员工。这种情况并不总是发生。说明例子应该衔接最近的一句话,讨论公司没有开除员工,重新雇佣的例外情况。因此答案A正确。
【错误辨析】B选项的government support(政府支持),C选项的staff appraisal standards(雇员评价标准),D选项的characteristics(培训项目的特点)文中并没有讨论。
23. Efforts to resolve the skills mismatch in Canada _________.
A. have driven up labour costs
B. have proved to be inconsistent
C. have met with fierce opposition
D. have appeared to be insufficient
【解题思路】细节题。根据关键词Efforts,skills mismatch in Canada,23题定位于3段7句“Efforts in Canada and elsewhere have been arguably languid at best, and have given us a situation where we frequently hear of employers begging for workers even at times and in regions where unemployment is high.”直接回答本题的单词“languid ”(虚弱,慢悠悠的)可能在考生射程范围之外。如果在这里遇到障碍,也可以继续读。后文又出现“employers begging for workers”(雇主需要工人)以及的“unemployment is high”(失业率很高)说法,说明就业市场供不应求,加拿大的努力没有起到很好的效果。因此D选项说这些措施似乎不充分,是正确答案。
【错误辨析】A选项增大了劳动力成本,B选项互相矛盾,C选项遭遇了激烈的反抗。在原文都没有提到。
24. We can learn from Paragraph 3 that there was _________.
A. a call for policy adjustment.
B. a change in hiring practices.
C. a lack of medical workers.
D. a sign of economic recovery.
【解题思路】推理题。本题有一定难度,根据定位的题文同序原则,第3段包含大量数字和大写,通过例子说明疫情时期的失业率确实很高。其中“ In the medical field, to take an obvious example, the pandemic meant that there were still clear shortages of doctors, nurses and other medical personnel.”非常清晰的说到,缺少医疗人员,因此C选项正确。
【错误辨析】A选项(需要政策调整)B选项(雇佣措施的改变)D选项(经济复苏的迹象)都在文中没有提及。
25. Scandinavian Airlines decided to_________.
A. Grant job vacancies for the unemployed.
B. Prepare their laid-off workers for other jobs.
C. Retrain their cabin staff for better services.
D. finance their staff' s college education.
【解题思路】细节题。根据关键词Scandinavian Airlines(斯堪的纳维亚航空公司),可以定位到末段说培训退休的航空工人以实现转岗。正确答案是B(为下岗职工准备其他工作)
【错误辨析】A选项(给无业人员提供岗位)C选项(重新培训客舱工作人员以获得更好的服务)D选项(资助员工接受大学教育)都在文中没有提及。
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