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Reskilling is something that sounds like a buzzword but is actually arequirement if we plan to have a future where a lot of would-be workers do notget left behind. We know we are moving into a period where the jobs in demandwill change rapidly, as will the requirements of the jobs that remain. Researchby the World Economic Forum finds that on average 42 per cent of the “coreskills” within job roles will change by 2022. That is a very short timeline.
The question of who should pay for reskilling is a thorny one. Forindividual companies, the temptation is always to let go of workers whose skillsare no longer demand and replace them with those whose skills are. That does notalways happen. AT&T is often given as the gold standard of a company thatdecided to do a massive reskilling program rather than go with a fire-and-hirestrategy. Other companies had also pledged to create their own plans. When theskills mismatch is in the broader economy though, the focus usually turns togovernment to handle. Efforts in Canada and elsewhere have been arguably languidat best, and have given us a situation where we frequently hear of employersbegging for workers even at times and in regions where unemployment is high.
With the pandemic, unemployment is very high indeed. In February, at 3.5per cent and 5.5 per cent respectively, unemployment rates in Canada and theUnited States were at generational lows and worker shortages were everywhere. Asof May, those rates had spiked up to 13.3 per cent and 13.7 per cent, andalthough many worker shortages had disappeared, not all had done so. In themedical field, to take an obvious example, the pandemic meant that there werestill clear shortages of doctors, nurses and other medical personnel.
Of course, it is not like you can take an unemployed waiter and train himto be a doctor in a few weeks, no matter who pays for it. But even if you cannotclose that gap, maybe you can close others, and doing so would be to the benefitof all concerned. That seems to be the case in Sweden: When forced to furlough90 percent of their cabin staff. Scandinavian
Airline decided to start up ashort retaining program that reskilled the laid-off workers to support hospitalstuff. The effort was a collective one and involved other companies as well as aSwedish university.
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"
22. AT&T is cited to show____
A. an alternative to the fire-and-hire strategy
B. an i妹妹ediate need for government support
C. the importance of staff appraisal standards
D. the characteristics of reskilling program
23. Efforts to resolve the skills mismatch in Canada
A. have driven up labor costs
B. have proved to be inconsistent
C. have met with fierce opposition
D. have appeared to be insufficient
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.
25. Scandinavian Airlines decided to
A. Great 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
【准确谜底】21.B 22.A 23.D 24.C 25.B
【解析】
21.按照题干research 和World Economic Forum定位到第一段2句获得average 42 percent of the“core skills” within job roles will change by2022即人们的事情脚色中的焦点技术将会扭转对应B中的必要新的事情技术。选项A中的全职事情的增长无中生有，不曾说起;C选项中的事情机遇的不乱晋升与第二段第一行信息对应，但不是WorldEconomic Forum题干所问的区域，定位毛病;D选项中没有对焦点技术提到争议，属于标的目的相反，正反混同。
22.此题为例证题。回到文章AT&T呈现在第二段第四句中的例证词as可得：the gold standard of a company whodecided to do a massive reskilling program rather than go with a fire-and-hirestrategy即例子所要表达的概念即为展开新技术的培训项目来加强技术气力，而不是辞退没有技术的人再雇佣其别人的情势，对应谜底A,对辞退再雇佣情势的一种替换情势。选项B中的当局支撑没有说起，属于无中生有;选项C和D的滋扰性较强，均有定位句的原词standard和reskill，C选项尺度的首要性和D中的新技术的特性，均未说起。
23.由题干的effort和Canada会问定位到第二段最后一句可知，have been arguably languid 与hear ofemployers begging for workers，另有 unemployment ishigh.等信息可得，今朝尽力后仍是仍是缺劳动力，赋闲率很高，阐明这项尽力的感化不大，对应D选项insufficient不充沛。A选项的提高劳动力本钱;B中的证实是纷歧致的;C选项遭受了竞争，均未说起，属于无中生有。
24.按照题干请求回到第三段中，这段话的布局为总分布局，都在用各类数据和详细方面来表现首句信息，也是这段的大旨：With the pandemic,unemployment is very highindeed即赋闲率很高。D选项的经济苏醒标的目的相反，可直接排掉;A选项号令政策的调解和B中的雇用实践情势的扭转未能在本段找到，无中生有，也非这段话的首要信息;只有选项C中的缺少医疗事情职员，在本段的末尾处提到therewere still clear shortages of doctors, nurses and other medicalpersonnel，且与本段阐述的中间相吻合，故谜底为C。
25.按照题干关头词Scandinavian Airlines来到文章第四段第四句：Scandinavian Airlines decided tostart up a short retraining program that reskilled the laid-off workers tosupport hospital staff.中可知：SA 给下岗laid-offworkers供给新技术培训从而使可以或许来病院举行事情支撑，如许其他行业也会互相供给各个行业的事情技术培训，对应B选项，原单词对应laid-off workers即Prepare their laid-off workers for otherjobs给下岗者供给其他事情的筹备。选项中的A利诱性强一点，给赋闲者供给供着空白岗亭，是对文章定位句的歪曲，掉包观点;C选项中retrain为了更好的办事再练习，与咱们文中说的为其他行业供给培训，书观点性的掉包;D选项中帮助他们的大学教诲的完成，文中，没有说起，无中生有。
