PART ONE ·Look at the statements below and at the summaries of five business books on the opposite page about recruitment. ·Which book summary(A,B,C,D or E)does each statement 1-8 refer to ·For each statement 1-8,mark one letter(A,B,C,D or E)on your Answer Sheet. ·You wilI need to use some 0f these letters more than once. A. Hire With Your Head Lou Adler,president of the Power Hiring consulting and training company,provides a systematic approach for finding,interviewing and hiring the best candidate for a job.He emphasizes making an objective assessment and,to this end,he provides techniques for overcoming first impressions.The book includes charts and checklists that highlight important points.This well-organ-lzed guide to effective hiring is hig hly recommended to company owners,human resource per-sonnel and managers involved in the hiring process.Alert job seekers may also find it useful to learn what a good interview will demand. B. Hiring the Best Any manager with hiring authority knows that selecting the‘right’candidate for any position is a nervewracking task.Author Martin Yate’S basic book can help inexperienced managers hire effectively,although this useful primer on interviewing and hiring is a little wordy.Yates provides great detail about key steps,such as when to schedule a phone interview,what to ask and how to conduct an interview.He even provides numerous sample questions for each major job category,from entry level to management. C. Ask the Right Questions,Hire the Best People This book boasts of a list of questions designed to make your interviews effective in weeding out the pretenders and uncovering that dream hire.The book’s real value is in its list of interview questions,with accompanying comments on what answers you should be looking for.It seems impossible that you could read this book and not stumble over one question that makes you smile and tuck it away to spring later on some unsuspecting interviewee.This book will prove useful for human resource professionals or any manager charged with hiring. D. Hiring and Keeping the Best People This book covers a huge amount of valuable information about hiring and retaining a great workforce.If more companies followed its fivestep hiring process,not only would talented employees face greater competition for their services,companies would get better staffers and the fit of workers to their jobs would improve.The book demonstrates an awareness of the realities of diversity in the modern workplace and the expectations employees have about worklife balance. This handy guide is clear and concise,and is highly recommended to anyone involved in the hiring and retention process. E. How to Hire a Champion David Snyder,a business consultant with a psychology graduate degree from Harvard,believes that managers must be able to evaluate applicants’personality traits to hire the right people.His assertions are hard to dispute.His book is Ioaded with good advice,although the writing can get choppy and repetitive.Still,it is strongly believed Snyder provides solid,practical and useful information.When you think how hard it is to live withor discard-an incorrect hire,you’ll want to be sure you take on the right people. Companies would benefit a lot by acting on the advice given in the book.
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认真阅读“给定资料”,简要回答下面两题。 (1)从某种意义上来说,城管如何执法是政府文明执法程度的一个标杆。请简要概括目前我国城管暴力执法遭到诟病的主要原因。 要求:准确、全面。不超过150字。 (2)“给定资料9”中,浙江省杭州市在城市管理中推广“软着陆”的执法方式。结合资料内容,对“软着陆”的进行阐释。 要求:准确、简明。不超过200字。
PART ONE ·Look at the statements below and at the summaries of five business books on the opposite page about recruitment. ·Which book summary(A,B,C,D or E)does each statement 1-8 refer to ·For each statement 1-8,mark one letter(A,B,C,D or E)on your Answer Sheet. ·You wilI need to use some 0f these letters more than once. A. Hire With Your Head Lou Adler,president of the Power Hiring consulting and training company,provides a systematic approach for finding,interviewing and hiring the best candidate for a job.He emphasizes making an objective assessment and,to this end,he provides techniques for overcoming first impressions.The book includes charts and checklists that highlight important points.This well-organ-lzed guide to effective hiring is hig hly recommended to company owners,human resource per-sonnel and managers involved in the hiring process.Alert job seekers may also find it useful to learn what a good interview will demand. B. Hiring the Best Any manager with hiring authority knows that selecting the‘right’candidate for any position is a nervewracking task.Author Martin Yate’S basic book can help inexperienced managers hire effectively,although this useful primer on interviewing and hiring is a little wordy.Yates provides great detail about key steps,such as when to schedule a phone interview,what to ask and how to conduct an interview.He even provides numerous sample questions for each major job category,from entry level to management. C. Ask the Right Questions,Hire the Best People This book boasts of a list of questions designed to make your interviews effective in weeding out the pretenders and uncovering that dream hire.The book’s real value is in its list of interview questions,with accompanying comments on what answers you should be looking for.It seems impossible that you could read this book and not stumble over one question that makes you smile and tuck it away to spring later on some unsuspecting interviewee.This book will prove useful for human resource professionals or any manager charged with hiring. D. Hiring and Keeping the Best People This book covers a huge amount of valuable information about hiring and retaining a great workforce.If more companies followed its fivestep hiring process,not only would talented employees face greater competition for their services,companies would get better staffers and the fit of workers to their jobs would improve.The book demonstrates an awareness of the realities of diversity in the modern workplace and the expectations employees have about worklife balance. This handy guide is clear and concise,and is highly recommended to anyone involved in the hiring and retention process. E. How to Hire a Champion David Snyder,a business consultant with a psychology graduate degree from Harvard,believes that managers must be able to evaluate applicants’personality traits to hire the right people.His assertions are hard to dispute.His book is Ioaded with good advice,although the writing can get choppy and repetitive.Still,it is strongly believed Snyder provides solid,practical and useful information.When you think how hard it is to live withor discard-an incorrect hire,you’ll want to be sure you take on the right people. People newly involved in recruitment may find this book particularly useful.
· Read the article below about how to build up and keep healthy relations with co-workers. · Choose the correct word or phrase to fill each gap frOm A.B.C or D on the opposite page. · For each question 21-30,mark one letter(A,B,C or D)on your Answer Sheet.Coworker relations:defuse tension with tact It’s Monday morning,and you haven’t even had your coffee yet. But that hasn’t stopped a colleague from.telling you all about his adventurous weekend。In fact,you’ve heard several stories in extreme detail,and he shows no (21) of stopping.You just want to get to work,but how do you say so without (22) .the other person’s feelingsThis situation,like many others,requires tact and diplomacy.When you work in close quarters,issues like this one are bound to (23) .from time to time. Thankfully,speaking with a coworker about an awkward issue doesn’t have to induce panic.Here’s how to (24) the situation: First, (25) .the circumstances.Before saying anything to your colleague,weigh the pros and cons of speaking up.Second,explain the impact.If a (26) conversation is necessary,don’t confront the person in a group setting.Voicing your frustration in front of others could (27) .your colleague.Instead.explain your concern when you’re alone with your coworker and let the person know how the situation (28) .you.Last,reach an agreement.Don’t end the conversation without coming to some sort of resolution.Solving the issue may require a (29) .For example,If you find your coworker’s music loud and annoying.he may agree to use headphones during the mornings and afternoons if you don’t mind that he uses his speakers later in the day,when things have (30) .down. Remember that every situation is different and that some conversations with a coworker will be awkward regardless of your approach.But by being honest and respectful with colleagues,you’ll solve issues before they fester and ensure your work relationships remain healthy.
A. signals
B. clues
C. signs
D. marks
PART ONE ·Look at the statements below and at the summaries of five business books on the opposite page about recruitment. ·Which book summary(A,B,C,D or E)does each statement 1-8 refer to ·For each statement 1-8,mark one letter(A,B,C,D or E)on your Answer Sheet. ·You wilI need to use some 0f these letters more than once. A. Hire With Your Head Lou Adler,president of the Power Hiring consulting and training company,provides a systematic approach for finding,interviewing and hiring the best candidate for a job.He emphasizes making an objective assessment and,to this end,he provides techniques for overcoming first impressions.The book includes charts and checklists that highlight important points.This well-organ-lzed guide to effective hiring is hig hly recommended to company owners,human resource per-sonnel and managers involved in the hiring process.Alert job seekers may also find it useful to learn what a good interview will demand. B. Hiring the Best Any manager with hiring authority knows that selecting the‘right’candidate for any position is a nervewracking task.Author Martin Yate’S basic book can help inexperienced managers hire effectively,although this useful primer on interviewing and hiring is a little wordy.Yates provides great detail about key steps,such as when to schedule a phone interview,what to ask and how to conduct an interview.He even provides numerous sample questions for each major job category,from entry level to management. C. Ask the Right Questions,Hire the Best People This book boasts of a list of questions designed to make your interviews effective in weeding out the pretenders and uncovering that dream hire.The book’s real value is in its list of interview questions,with accompanying comments on what answers you should be looking for.It seems impossible that you could read this book and not stumble over one question that makes you smile and tuck it away to spring later on some unsuspecting interviewee.This book will prove useful for human resource professionals or any manager charged with hiring. D. Hiring and Keeping the Best People This book covers a huge amount of valuable information about hiring and retaining a great workforce.If more companies followed its fivestep hiring process,not only would talented employees face greater competition for their services,companies would get better staffers and the fit of workers to their jobs would improve.The book demonstrates an awareness of the realities of diversity in the modern workplace and the expectations employees have about worklife balance. This handy guide is clear and concise,and is highly recommended to anyone involved in the hiring and retention process. E. How to Hire a Champion David Snyder,a business consultant with a psychology graduate degree from Harvard,believes that managers must be able to evaluate applicants’personality traits to hire the right people.His assertions are hard to dispute.His book is Ioaded with good advice,although the writing can get choppy and repetitive.Still,it is strongly believed Snyder provides solid,practical and useful information.When you think how hard it is to live withor discard-an incorrect hire,you’ll want to be sure you take on the right people. The book is very informative,for it deals with questions more than hiring.