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1、【判断题】Companies have become aware of the need to gather talent. Managing talent has become more important to a much wider range of companies than it used to be. One result has been that human resources departments have gained in status. A survey by Aon, a consultancy, identified 172 HR executives who were among the five best-paid managers in their companies. That would have been unheard of a few years ago. Companies are now beginning to gain insights into managing talent that should allow them to tackle the problem in a more organized way. The first rule is to think more carefully about critical talent. UPS, an international shipping company, reduced the turnover rate among the people who drive its trucks and deliver its packages. It found that even though it selected its drivers with great care, turnover was uncomfortably high, mainly because drivers hated the back-breaking work of loading the trucks in the morning. So the company contracted out this job to part-timers who are much easier to find than drivers. Second, it is essential to plan ahead. EDS, a giant technology company, has built a global skills inventory of its 100,000-strong workforce. The company compared the workforce’s current skills with its future needs and set about filling the gaps by encouraging workers to acquire relevant new skills. Third, companies need to be more imaginative about recruiting and retaining talent. That includes paying more attention to “passive candidates”—those who are not actively looking for a job but might be open to an approach from another company (see chart below). Popular techniques include attending conferences in order to speak to stars and buying information about competing firms (including names of key workers). The fourth rule is to create internal markets for talent. Many HR departments instinctively look outside. The typical American company spends nearly 50 times more to recruit a professional on $100,000 than it spends on his or her further training every year. Moreover, new recruits can take more than a year to learn a job. One solution is to establish an internal market, encouraging workers to apply for jobs across the company. Schlumberger encourages its employees to post detailed CVs on the company intranet; McKinsey allows consultants from all over the world to apply for any project within the company. Nevertheless, there is not a consensus on the best way to manage talent. The more valuable the talent, the more difficult it is to manage. In business, as everywhere else, world-class talent sometimes comes in unexpected guises. Ray Kroc sold milkshake machines to restaurants before starting to build McDonald’s at the age of 52. David Ogilvy was a chef, a farmer and a spy before becoming an advertising genius. Read the following passage about talent management and decide whether the following statements are true (T) or false (F). HR executives have always been among the highest wage earners.

2、【判断题】The high turnover rate of drivers at UPS was solved by improving the selection process.

3、【判断题】Candidates who are not actively seeking a new job may still be open to an approach.

4、【判断题】The intranet can be a useful resource for staff who wish to change jobs within a company.

5、【判断题】Experts agree on the best way to manage talented workers.

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