2021年考研英语二阅读理解 text1解析(太原新东方)

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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 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 veryshort timeline, so we can only imagine what the changes will be further in thefuture.

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 whodecided to do a massive reskilling program rather than go with a fire-and-hirestrategy ultimately retraining 18,000 employees. Prepandemic, other companiesincluding Amazon and Disney 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 doctor in 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, where the pandemickick-started a retraining program where business as well as government had arole.

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 ornurses or whoever have special skills, and using any support staff who has beenquickly trained is bound to end in disaster. Maybe. Or maybe it is somethingthat 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 verydifferent. Then again, maybe it is akin to wartime, when extraordinary thingstake place, but it is business as usual after the fact. And yet, as in war thepandemic is teaching us that many things, including rapid reskilling, can bedone if there is a will to do them. In any case, Swedens’ work force is now moreskilled, in more things, and more flexible than it was before.

Of course, reskilling programs, whether for pandemic needs or thepostpandemic world, are expensive and at a time when everyone’s budgets are leanthis may not be the time to implement them. Then again, extending income supportprograms to get us through the next months is expensive, too, to say nothing ofthe cost of having a swath of long-term unemployed in the POST-COVID years Giventhat, perhaps we should think hard about whether the pandemic can jump-start usto 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”

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 uplabour 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.

【解析】

21. 本题的题干是 “Research by the World Economic Forumsuggests”，大意为“世界经济论坛的钻研表白了甚么”，定位到第二段第二句，“Research by the WEF detailed in theHarvard Business Review, finds that on average 42 per cent of the “core skill”within job roles will change by2022.”大意为“世界经济论坛的钻研具体颁发在哈佛贸易评论上，它发明了到2022年，均匀百分之四十二的职业焦点技能将会扭转。”这一句描写了世界经济论坛的发明，短期内很大一部门焦点职业技能会产生变革，象征着对付新的职业技能的需求是很迫切的，准确选项为B.an urgent demand for new job skills.

22. 本体的题干是 “AT&T is cited toshow…”，问援用AT&T的例子是为了表白甚么，定位到第二段第二句“AT&T is often given as the goldstandard of a company who decided to do a massive reskilling program rather thango with a fire-and-hire strategy ultimately retraining 18,000 employees.”大意是：“对付刻意做大范围规复事情而不是采纳辞退雇佣计谋从而终极保存了18000名员工的公司来讲，AT&T凡是被视作黄金尺度。”这句话援用AT&T不采纳雇佣裁人计谋的例子，为了表白的概念应当在上一句“That does not always happen.”“That”指代的是第二段第二句中所描写的 “the temptation is always to let go of workers whoseskills are no longer demand and replace them with those whose skills are.”私家公司会辞退技能未到达需求的员工，换来技能有效的员工，即辞退雇佣政策。接着第三句表白这其实不老是产生。概念即为：不是所有公司采纳辞退雇佣政策。AT&T是一个例子，他们采纳了大范围规复事情作为雇佣辞退政策的替换品。准确谜底是A.an alternative to the fire-and-hire strategy，辞退招聘政策之外的其他选择。

23. 本题题干为 “Efforts to resolve the skills mismatch in Canada”问的是“为领会决加拿大的技能不匹配所做出的尽力”成果若何。定位到第二段第五第六句，第五句提到了 “skillsmismatch”，但没有提到在加拿大做出的尽力，第六句“Efforts in Canada and elsewhere have been arguablylanguid at best, and have given us a situation where we frequently hear ofemployers begging for workers even at times and in regions where unemployment ishigh.”大意是“加拿大和其他处所的尽力至多能被称为是乏善可陈，咱们常常据说，在就业率低的时代和处所雇主都很难找到员工。”阐明在加拿大做出的解决技能不匹配问题做出的尽力没有到达抱负的结果。准确谜底是“D.have appeared to be insufficient” 彷佛其实不充实。

24. 本题题干为 “We can learn from Paragraph 3 that there was”,大意为“咱们能从第三段中得悉…存在”。定位到第三段，大意为“由于风行沾染病，赋闲率固然会很是高，仲春，加拿大的赋闲率到达了3.5%，美国5.5%，创世代新低，与此同时处处存在着员工欠缺的环境。到蒲月赋闲率乃至高达13.3%和13.7%，虽然有一些员工欠缺问题获得解决，这问题仍然存在。医疗行业是一个较着的例子，风行沾染病象征着大夫护士和其他医护事情者都很欠缺。”这一段最后一句描写了医疗事情者的欠缺，准确谜底是“C. a lack of medical workers.”。

25. 本题题干为“Scandinavian Airlines decided to”,大意为“北欧航空决议…”。定位到第五段:“Scandinavian Airlines decided to start up a short

retaining program thatreskilled the laid-off workers to support the hospital staff.”大意为：“北欧航空决议开启一个短时间保存项目，意在从新培训赋闲职员搀扶病院事情职员。”准确谜底是“B. Prepare their laid-offworkers for other jobs.” 意为：帮忙他们的赋闲职员为其他事情(病院事情者)做好筹备。