公共课 政治 英语一 英语二
数学一 数学二 数学三


  1. 试题:

  text 1

  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 percent 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, at 3.5
per cent and 5.5 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 to 13.3 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

  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 work well 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.

  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”

  【答案】b。根据题干信息定位到文章第二段第二句,wef对应 world economic forum,finds that对应suggest
that,后面提到,平均下来,有42%的工作中的核心技能会变化(on average 42 percent of the “core skill” within
job roles will change),故而选b,change对应b选项中的new。


  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

  【答案】a。根据题干信息at&t定位至第三段第四句。is often given as the gold standard对应题干中的is
cited to show,a company后面的定语从句揭示答案,即“决定做大量的重塑技能的项目,而不是不断地解聘再招聘”,rather
than否定的内容是a选项的fire-and-hire strategy,相当于对alternative进行了同意替换,故而选a。


  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

  【答案】d。根据题干信息efforts和canada定位至第三段最后一句have been


  24. we can learn from paragraph 4 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.

  【答案】c。文章第四段尾句提到meant that,后面提到了shortage of,对应c选项的lack of,doctors, nurses
and other medical personnel对应medical workers。故而c选项为该句的同意替换。


  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.


专业课 管理类联考 西医综合 中医综合
法硕 法硕非法学 计算机
教育学 历史学 心理学
经济学 农学 二外日语


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