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One recently employed graduate says that she is receiving a great deal of valuable training from the company. "This means that I will be a loyal employee，"she says, "And it also means that the company will want to keep me. I am an important investment for them. So the policy is a good one because it benefits both the employer and the employee. "
Recently, however, attitudes towards lifelong employment are beginning to change. Employees are slowly beginning to accept the idea that lifelong employment is not always in their best interest and that changing firms can have career advantages.
The purpose of lifelong employment is to______
A．adjust the needs of the company to its employees
B．make employees loyal to their company
C．select the best skilled young employees
D．keep the skilled staff satisfied
TPI Corporate training programs
BUSINESS SKILLS TRAINING
Leadership Skills for Senior Managers-3 days $ 900
Further details available on request.
Presentation Skills—1 day
Includes: confidence building, using your voice, body language, $ 400
active listening, dealing with questions, etc.
Effective Meetings—1. 5 hours
Includes: how to prepare for meetings, how to behave in meetings $ 160
how to lead meetings, etc.
Creating Lasting Relationships—1. 5 hours $ 160
Further details available on request.
COMPUTER SK1LI. S TRAINING—all 3 hours
Word processing $ 85
Databases $ 90
Spreadsheets $ 85
Notes
All prices are per participant
Maximum group size = 18
Minimum group size = 8
10% discount for groups of over 10 people
All computer training courses take place at our offices
Dear Ms. Norman,
I am writing to inquire about your corporate training programs. I am the new Training Coordinator at TechnoHome in Washington, D. C., and I am now assessing our employees training needs for the next quarter. We hope to improve our efficiency by better training our staff. For training, staff will be divided into groups of at least twelve employees.
My initial assessment suggests that our employees need better computer skills. Many of our employees need to be better trained to use spreadsheet and word processing software. I read in a recent edition of Corporate Training Weekly that your company specializes in computer skills training, so we are particularly interested in working with you on this.
As well as computer training, our employees would benefit from training in presentation skills, relationship building and meetings skills. Could you let me know if you offer courses in these areas？ Finally, please note that we need all the training courses to take place at our offices in downtown Washington, D. C. I hope this wont be a problem for you.
I look forward to receiving more information about your programs.
Sincerely,
Sarah Lamy
According to the letter, why did Ms. Lamy choose to contact Ms. Norman？
A．Ms. Norman's company is close to Washington, D. C.
B．Ms. Norman requested information from Ms. Lamy.
C．Ms. Norman's company was featured in a magazine.
D．Ms. Norman is an acquaintance of Ms. Lamy.
One recently employed graduate says that she is receiving a great deal of valuable training from the company. "This means that I will be a loyal employee", she says. "And it also means that the company will want to keep me. I am an important investment for them. So the policy is a good one because it benefits both the employer and the employee".
Recently, however, attitudes towards lifelong employment are beginning to change. Employees are slowly beginning to accept the idea that lifelong employment is not always in their best interest and that changing firms can have career advantages.
The purpose of lifelong employment is to ______.
A．adjust the needs of the company to its employees
B．make employees loyal to their company
C．select the best skilled young employees
D．keep the skilled staff satisfied
Keepham (Hungary) Co offers its employees： (i) Sensible company policies (ii) Good salaries and bonuses (iii) Considerate supervision (iv) Training programmes According to Herzberg’s two-factor theory, which of these things will satisfy employees in such a way as to motivate them to superior effort in the long-term？
A、(ii) only
B、(iv) only
C、(ii) and (iv) only
D、⑴，(ii), (iii) and (iv)
Task 2
Directions: This task is the same as Task 1. The 5 questions or unfinished statements are numbered 41 through 45.
For some employers, the policy of lifelong employment is particularly important because it means that they can put money and effort into their staff(职员) training and make them loyal to the company. What they do is to select young people who have potential(潜能) and who can be trained. They then give the young people the kinds of skills that will make them suitable employees for the company. In other words, they adjust their training to their particular needs.
One recently employed graduate says that she is receiving a great deal of valuable training from the company. "This means that I will be a loyal employee," she says, "And it also means that the company will want to keep me. I am an important investment for them. So the policy is a good one because it benefits both the employer and the employee."
Recently, however, attitudes towards lifelong employment are beginning to change. Employees are slowly beginning to accept the idea that lifelong employment is not always in their best interest and that changing firms can have career advantages.
The purpose of lifelong employment is to ______.
A．adjust the needs of the company to its employees
B．make employees loyal to their company
C．select the best skilled young employees
D．keep the skilled staff satisfied
A、New employees must go through four training sessions before they start to work.
B、You can acquire a competitive spirit by practicing five personality traits.
C、In this essay I want to discuss what the government should do to help homeless children.
D、Preparing for a PowerPoint presentation can really be quite easy.
Task 2
Directions: This task is the same as Task 1. The 5 questions or unfinished statements are numbered 41 through 45.
For some employers, the policy of lifelong employment is particularly important because it means that they can put money and effort into their staff training and make them loyal to the company. What they do is to select young people who have potential and who can be trained. They then give the young people the kinds of skills that will make them suitable employees for the company. In other words, they adjust their training to their particular needs.
One recently employed graduate says that she is receiving a great deal of valuable training from the company. "This means that I will be a loyal employee", she says. "And it also means that the company will want to keep me. I am an important investment for them. So the policy is a good one because it benefits both the employer and the employee".
Recently, however, attitudes towards lifelong employment are beginning to change. Employees are slowly beginning to accept the idea that lifelong employment is not always in their best interest and that changing firms can have career advantages.
The purpose of lifelong employment is to ______.
A．adjust the needs of the company to its employees
B．make employees loyal to their company
C．select the best skilled young employees
D．keep the skilled staff satisfied
听力原文：M：Hi，Betty，may I have a discussion about the training program with you？
W：Sure，take a seat，please．
M：We are planning a training program for the new employees. They have to learn how to use the machines.
W：That's fine．How about the training time？
M：Normally，it takes three weeks.
W：At present，almost all the operations are controlled by computers．I think two weeks' training will be enough．
M：But some employees know nothing about the computer．
W：In that case，let's make it three weeks.
M：Ok．Thank you．
(8)
A．All staff.
B．Young workers.
C．New employees.
D．Department managers.
听力原文： As you know we've been working with the Maclachlan Group, who has been providing interpersonal-skills seminars to our staff. A lot of these seminars are very important for our staff because they deal with matters that are important everyday, such as conflict resolution, and time efficiency. But even though these seminars provided free of charge, I am hearing a lot of reports that say employees aren't attending these seminars because they just don't see any benefit to them. But of course, as managers we know that it may take time to see the advantages that extra training can provide. I think that these seminars are beneficial and that we should make every effort to encourage our staff to attend these seminars. The way to do that is to make these seminars more appealing. Therefore I propose we start holding these seminars at weekend resorts so that employees will be more interested in going.
Who is the speaker most likely talking to？
A．New employees
B．Loyal customers
C．Business owners
D．Department managers
A、As a Hotel Management major student, I have successfully acquired hospitality related knowledge and management skills.
B、I’m very much a team player and able to work well with others.
C、As I know, your hotel provides the employees with a series of training course. I believe it can give a platform to improve staff’s skills, and simultaneously, it leads to the growth of the hotel.
D、A good waiter/waitress should be very considerate and have extremely good communication skills.
M: Yes…Well…in 2000, Thorntec's total sales were 20 billion. But in 2005, our sales grew by more than 5 billion. So…while we used to think that 15% growth was good, for some time we were reckoning on achieving 20 to 25%…though recent developments have changed that.
F: And what about international expansion？ Where are your big growth markets？
M: Over the next five years, we'll be hiring 100,000 new employees…in Asia alone, it'll be 60,000.The real development during this period will still be concentrated in Asia -- mostly China, India and Vietnam. We're hoping that one day the market there will be as big as Europe. Over a longer period, we're also planning to expand into the Middle East and into Southern Africa. All this development is very important for the company. For example, the plans for China will bring investment up to '100 billion. A few years ago, I'd never have dreamed that we'd be selling '2 billion dollars' worth of products there, which we did last year. It's hard to believe that only seven years ago we sold nothing there at all.
F: Can we talk about Thorntec University itself？ Can you explain -- simply -- how it works, and who it's for？
M: I suppose it's really similar to a community-based education system -- a bit like a village school -- except, of course, this is a global village. Basically, it's designed to provide education and training for every single member of staff, from the Managing Director to the newest recruit.
F: And what kind of education and training is actually on offer？
M: Well, we have core courses that everyone is required to attend. They focus on things like reducing manufacturing time as well as quality issues -- both for people and services. We also offer a range of options, everything from personal finance to languages. We run courses, for example, in French, Japanese, Korean and Mandarin.
F: Can we turn now to the question of motivation and how you go about keeping people interested in their work？
M: We never underestimate training. It's a challenge, for example, keeping someone aged 20 skilled until they're aged 60. So we do what we can. While some employees get as much as three days training a month, the minimum is fixed at three days a year. We also have a feed back system in the form. of a questionnaire that employees answer every six months, and in this way we can keep up-to-date with employees' opinions.
F: So you really do believe in investing in your employees？
M: That's right. We allow an amount equivalent to about 4% of an employee's salary for his or her training -- to "maintain them", if you like, because we think they're important. A piece of machinery, however, gets as much as 10-12% of its purchase price spent on maintenance…now, I believe that people are more important than machines, so we still have a long way to go.
F: It would seem, though, that Thorntec is more broad-minded than many firms in its approach to educating and training its employees.
M: Well, Thorntec has been in a state of constant renewal since it was founded in 1928, but it wasn't until the late sixties onwards that the company started trying out new methods of training and education. Thorntec University was the result of those experiments and has been operating very successfully for the last fifteen years. I suppose overall what distinguishes Thorntec from other multinationals is that we educate all our employees and not just management.
F: Thank you, Mr. Winter, and I hope that Thorntec University continues to do well in its educational role.
You will hear a talk between a young employee and a senior cashier of a firm.
You have to complete the sentences 23-30 by choosing the correct answer.
Mark one letter A, B
A．20 billion dollars
B．26 billion dollars
C．23 billion dollars
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