题目内容
（请给出正确答案）
A、8.5 months.
B、4.5 months.
C、7 months.
D、3.5 months.
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The lack of importance attached to human resource management can be seen in the corporate pecking order. In an American firm the chief financial officer is almost always second in command. The post of head of human resource management is usually a specialized job, off at the edge of the corporate hierarchy. The executive who holds it is never consulted on major strategic decisions and has no chance to move up to Chief Executive officer. By way of contrast, in Japan the head of human resource management is central-usually the second most important executive, after the CEO, in the firm's hierarchy.
While American firms often talk about the vast amounts spent on training their work force, in fact, they invest less in the skills of their employees than do either Japanese or German firms. The money they do invest is also more highly concentrated on professional or managerial employees. And the limited investments that made in training workers are also much more narrowly focused on the specific skills necessary to do the next job rather than on the basic background skills that make it possible to absorb new technologies.
As a result, problems emerge when new breakthrough technologies arrive. If American workers, for example take much longer to learn how to operate new flexible manufacturing stations than workers in Germany
(as they do), the effective cost of those stations is lower in Germany than it is in the United States. More time is required before equipment is up and running at the speed with which new equipment is up and running at capacity, and the need for extensive retraining generates costs and creates bottlenecks that limit the speed with which new equipment can be employed. The result is a slower pace of technological change. And in the
end the skills of the bottom half of the population affect the wages of the top half. If the bottom half can't effectively staff the processes that have to be operated, the management and professional jobs that go with these processes will disappear.
Which of the following applies to the human resource management of American companies？
A．They hire people with the least possible money regardless of their skills.
B．They see skill gaining as their employees' own business.
C．They prefer to hire self-trained workers.
D．They only hire skilled workers because of keen employment competition.
The lack of importance attached to human resource management can be seen in the corporate pecking order. In an American firm the chief financial officer is almost always second in command. The post of head of human resource management is usually a specialized job, off at the edge of the corporate hierarchy. The executive who holds it is never consulted on major strategic decisions and has no chance to move up to Chief Executive Officer. By way of contrast, in Japan the head of human resource management is central-usually the second most important executive, after the CEO, in the firm's hierarchy.
While American firms often talk about the vast amounts spent on training their work force, in fact, they invest less in the skills of their employees than do either Japanese or German firms. The money they do invest is also more highly concentrated on professional or managerial employees. And the limited investments that made in training workers are also much more narrowly focused on the specific skills necessary to do the next job rather than on the basic background skills that make it possible to absorb new technologies.
As a result, problems emerge when new breakthrough technologies arrive. If American workers, for example take much longer to learn how to operate new flexible manufacturing stations than workers in Germany (as they do), the effective cost of those stations is lower in Germany than it is in the United States. More time is required before equipment is up and running at the speed with which new equipment is up and running at capacity, and the need for extensive retraining generates costs and creates bottlenecks that limit the speed with which new equipment can be employed. The result is a slower pace of technological change. And in the end the skills of the bottom half of the population affect the wages of the top half. If the bottom half can't effectively staff the processes that have to be operated, the management and professional jobs that go with these processes will disappear.
Which of the following applies to the human resource management of American companies？
A．They hire people with the least possible money regardless of their skills.
B．They see skill gaining as their employees' own business.
C．They prefer to hire self-trained workers.
D．They only hire skilled workers because of keen employment competition.
A．withhold technological innovations from the assembler
B．experience improved profit margins of on sales of their products
C．lower their prices to protect themselves from competition
D．suffer finanical difficluties and go out of business
E．stop developing new versions of the component
177 Which type of contract requires that the buyer keep the tightest labor/material cost control？
A. Cost Plus Incentive Fee
B. Cost Plus Percentage of Costs
C. Cost Plus Fixed Fee
D. Firm Fixed Price
E. Firm Fixed Price Plus Incentive
95 Which type of contract requires that the buyer keep the tightest labor/material cost control？
A. Cost Plus Incentive Fee
B. Cost Plus Percentage of Costs
C. Cost Plus Fixed Fee
D. Firm Fixed Price
E. Firm Fixed Price Plus Incentive
A Cost Plus Incentive Fee
B Cost Plus Percentage of Costs
C Cost Plus Fixed Fee
D Firm Fixed Price
E Firm Fixed Price Plus Incentive
A、都是各自系统中的最基本单元 Is the elementary unit in their respective systems
B、能够独立活动 Can act independently
C、可利用物质资源和能源 Can use material resources and energy
D、都可自我繁殖 Reproduce themselves
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