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The corporate career is the foundation for ______.
A．bankers
B．lawyers and accountants
C．all top managers
D．millions of middle-class families
答案
更多“The corporate career is the foundation for ______.A．bankersB．lawyers and accountantsC．all”相关的问题
第1题
Promotions are stressful because
A．most companies have a single corporate ladder.
B．others cannot choose the correct career path for you.
C．most people get promoted into positions they are not good at.
第2题
Which of the following did the visitors NOT do in the afternoon？
A．Eat lunch with Mr. Shinawakra
B．Take a tour of Diwikar Corporation
C．Learn about corporate Thailand
D．Hear about career opportunities
第3题
We are looking for energetic, creative, and committed professionals to join the Abingdon family. If you are looking for a position in a dynamic and stimulating work environment with plenty of room for professional growth, we want to talk to you.
We are currently seeking applications for computer programmers and software developers. We offer a competitive salary and benefits, excellent working conditions, and a chance to make a difference.
Please visit our booth at the National Career Center Job Fair during the week of October 13-18 to find out about the exciting job opportunities awaiting you at Abingdon.
What type of announcement is this？
A．A government proclamation
B．A job announcement
C．A television listing
D．Publicity for the opening of a National Career Center
第4题
What is corporate culture？ At its most basic, it's described as the (25) of an organisation, or simply as "how things are done around here." It guides how employees think, act, and feel. Corporate culture is a broad term used to define the unique personality or character of a particular company or organisation, and includes such elements as (26) values and beliefs, corporate ethics, and rules of behavior. Corporate culture can be expressed in the company's mission statement and other communications, in the architectural style. or (27) decor of offices, by what people wear to work, by how people address each other, and in the titles given to various employees.
How does a company's culture (28) you？ In many, many ways, for instance, the work environment, including how employees interact, the degree of competition, and whether it's a fun or hostile environment—or something (29) between.
How do you uncover the corporate culture of a potential employer？ The truth is that you will never really know the corporate culture until you have worked at the company for a number of months, but you can get close to it through research and observation. Understanding culture is a two-step process, starting with research before the interview and (30) with observation at the interview.
(21)
A．like
B．be
C．such
D．of
第5题
No matter which software or methodology is used on the back end, establishing a career portal starts out with one common action: setting up a link or a button on the corporate web site typically on the home page, labeled "careers" or "jobs". Clicking that link or button transports visitors into the recruiting application, which often has the same look and feel of the corporate web site.
Web recruiting software typically falls into three basic categories, although they overlap because they all offer additional functions beyond posting jobs. For example, most also include applicant tracking and reporting functions.
The first option: Take advantage of the web recruitment function included in HR modules of ERP system. Steve Gilloo]y, senior consultant for New York-based Mercer Human Resources Consulting once said that when a company has purchased an HR suite, it is just a matter of turning on the web-based front end and everything from the configuration of the site to the creation of the supporting data and the tracking of applicants is just an extension of the core ERP system.
Now comes the second option. Instead of using that built-in function, you may choose to purchase a specialized best-of-breed recruitment application from a software vendor. Some companies specialize in a particular industry, and others target businesses by size. Most of these packages can operate as either a stand-alone product or can link to the company's HR management system (HRMS). For example, BearingPoint Inc., an international business and, technology consulting firm based in McLean, Va. uses software from Recruitmax of Ponte Vedra Beach, Fla, to drive recruiting on its corporate website as well as on its internal career portal and its alumni network portal. Through these sites, people can apply for jobs themselves or refer to others. To get information on new hires from the Recruitmax application into the company's HRMS from PeopleSoft of Pleasanton, Calif., BearingPoint created a customized interface that sends an extensible markup language (XML) feed every hour to a helper application that sits on the PeopleSoft side of the fence.
A third option is to use an application service provider (ASP). Many best-of-breed vendors offer their software on such a hosted basis. Also, recruiting Web sites such as Monster. com host corporate career sites. An ASP is easier to set up and operate, and this method may increase security. Some companies don't want potential applicants to have access inside the firewall, so they have someone else host the career portion of their website.
If you go with the ASP model, typically you are looking at a fixed duration contract, make sure you understand what will happen at the end of the contract or if the vendor is acquired by another company, and if, when you do your due diligence, the vendor looks like it poses some risk, make sure a copy of the source code is put in escrow.
？You will hear a recruiting manager telling how to find jobs on the web.
？As you listen, for questions 1-12, complete the notes using up to three words or a number.
？You will hear the recording twice.
USE WEBS TO FIND JOBS
General Producers
1. Setting up a link or button on the ______ on the home page.
2. Clicking the link to enter the recruiting ______ Web Recruiting Saftware
3. Web recruitment function included in ERP's HR ______
4. Specialized recruitment application purchased from ......................................
5. Most ______ can be operated as a stand-alone product.
6. or can be linked to company's HR ______
7. Bearing Points created ______ to get information.
8. Application ______
9. Monster. com host __
第6题
At Career Builder. com we combine the power of new search technology with top-notch products and services to give you full control over the Science & Biotech job search process. We offer many ways to get the job searching done.
Search Science & Biotech Jobs by Location: Target your search for Science & Biotech jobs by city or state. Start broad by selecting a desired state, or narrow your search quickly by targeting a top city. With nationwide job opportunities, there are unlimited possibilities.
Search Science & Biotech Jobs by Job Type: Refine your search by selecting a specific job type. If you are certain about your expertise or specialty, narrow your search quickly and search only the jobs that are fit for you.
Search Science & Biotech Jobs by Company: Who are the top companies hiring in Science & Biotech？ Search, explore and find out more about our preferred Science & Biotech employers. From cutting-edge corporate firms to thriving small businesses, Career Builder. com partners with the nation's top companies to bring you better Science & biotech jobs faster.
This passage probably comes from ________.
A．a magazine
B．a newspaper
C．the Internet
D．a book
第7题
Department of International Business
Bangkok Business University
1855 Henry Dunant Road * Bangkok 10330
March 30
Ms. S. Veratanavanit
Diwikar Oil and Gas Corporation
Bangkok
Dear Ms. Veratanavanit,
I am writing to thank you for authorizing Mr. Shinawakra of your staff to arrange a very fruitful visit by fifteen graduate students and faculty from the Bangkok Business University to the Diwikar Oil and Gas Corporation. Mr. Shinawakra planned a very interesting round-table discussion in the morning with several of your senior executives responsible for strategy implementation, concentrating in particular upon consumer behavior, cost dynamics, and corporate social responsibility—some of my students' particular areas of interest.
After eating lunch with the group, Mr. Shinawakra presented a very professional summary of career opportunities in corporate Thailand, especially at Diwikar Corporation. As a former executive of Diwikar, I was pleased that he did such an excellent job representing the company. We were all extremely impressed by his professional demeanor and the attention he gave to many details of the visit.
Very truly yours,
Thaksin Panupong
What is the purpose of this letter？
A．To commend a company employee
B．To authorize an official visit
C．To arrange for a discussion
D．To explore future collaborations
第8题
Planning the Start-up？ Seize the Day…
Executives who say they'd love to leave the battleship to skipper a nimble start-up fall back on a variety of perfectly legitimate rationales for why it's not yet time: I need to acquire more (19) ,to figure out how financing really (20) , and so on. While they are waiting for everything to fall into (21) ,managers are acquiring big-company habits that can hurt them when they finally make the (22) .
Long tenures in corporate jobs keep executives from becoming the "jack-of-all-trades" that new ventures generally (23) .They get used to having HR specialists take care of HR issues, finance aces prepare reports, and IT whizzes (24) the company infrastructure. (25) people in big companies are successful "because they can manage a (26) ,"says Barry Nalls, the founder of Masergy, a Texas-based Telecom. But "in an early-stage company, there is no such thing as a manager. Everyone is a (27) ,including the CEO, " he says. Entrepreneurs are more effective at building ventures from (28) once they have attained a certain level of maturity and self-knowledge, but they can achieve that without spending most of their working lives in corporate jobs. In my research on thousands of founders of high-potential ventures that had succeeded in (29) capital from professional investors, 76% had worked for 20 years or less before founding their first ventures—they had (30) the leap by the time they were in their early forties.
And there is another point in favour (31) leaping sooner rather than later: executives who stay around the corporation until they achieve senior positions may be aging themselves out of what could be a satisfying life in start-ups.
Waiting for the perfect time to jump is usually futile, for there is no moment that's (32) perfect。So even if you are early in your corporate career, when a winning new-business idea comes along and sparks an entrepreneurial (33) in you, carpe diem.
(19)
A．credits
B．credentials
C．credibility
D．credulity
第9题
What is indicated about the interns？
A．They are not paid for their work.
B．Their work schedule will end in early August.
C．They may occasionally interact directly with lawyers.
D．They must be law-school graduates.
第10题
&8226;Read the article below about corporate downsizing.
&8226;For each question 31-40, write one word in CAPITAL LETTERS.
Crazy Downsizing
In recent years corporate downsizing has been on the rise throughout the world. Downsizing is reducing costs by dismissing employees and reassigning their duties to the employees who remain. They usually call it restructuring, rightsizing, reallocating resources, or job separation. They sometimes use dieting metaphors like "trimming the fat" "getting lean and mean," or "shedding weight." Whatever the euphemism, employees affected by these practices know what the words mean to them: (31) . And no "kinder, gentler" words can de much to alleviate the anxiety and distress that come (32) losing a job.
In their quest to lower costs to stay competitive, companies often wield the ax with little or no regard for the well-being of the people involved. For example, in the past years AT&T have dismissed thousands of managers and employees through (33) , though many of these people have twenty or more years of loyal employment with the firm. Industry analysts assert that if organizations wish to consider themselves responsible, ethical corporate citizens, they must demonstrate concern for their employees, even when they have to tell them they are (34) longer employed.
Organizations concerned about easing their employees' shock and stress at being laid off can do so (35) careful planning and preparation. Effective, honest and timely communication is always important, but when staff reductions are imminent, it becomes critical. Employees who know what is going on can prepare themselves for the inevitable and are much better able to cope when the ax finally does fall.
It is sometimes difficult to determine the right thing to do, but many firms are trying. IBM for instance, offers early retirement. AT&T offers job search help and career counseling to displaced employees. Organizations can also support employees (36) positions have been eliminated by providing retraining or outplacement assistance and a reasonable severance package. Those being laid off are not, (37) , the only ones affected by the downsizing. By addressing the needs and concerns of (38) staff, showing sensitivity to their feeling of loss, and dealing with their anxieties about additional layoffs, an organization increases its chances of retaining their loyalty and trust.
Questions about the ethics of downsizing are sure to continue. Do responsible companies lay people off？ Is it (39) to close factories？ Must employers guarantee workers jobs for life？ What are the ethical issues involved when organizations become so downsized they are no longer able to attain their goals (a situation known as "corporate anorexia")？ What happens, for example, to patients in a hospital that has eliminated so many positions it is no (40) able to provide the necessary level of care？ If, as most experts agree, downsizing is here to stay, perhaps the real question is not, "Is it ethical to downsize？" but "How can companies downsize ethically？"
(31)
