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　　text 1

　　reskilling is something that sounds like a buzzword but is actually a
requirement if we plan to have a future where a lot of would-be workers do not
get left behind. we know we are moving into a period where the jobs in demand
will change rapidly, as will the requirements of the jobs that remain. research
by the world economic forum finds that on average 42 per cent of the “core
skills” within job roles will change by 2022. that is a very short timeline.

　　the question of who should pay for reskilling is a thorny one. for
individual companies, the temptation is always to let go of workers whose skills
are no longer demand and replace them with those whose skills are. that does not
always happen. at&t is often given as the gold standard of a company that
decided to do a massive reskilling program rather than go with a fire-and-hire
strategy. other companies had also pledged to create their own plans. when the
skills mismatch is in the broader economy though, the focus usually turns to
government to handle. efforts in canada and elsewhere have been arguably languid
at best, and have given us a situation where we frequently hear of employers
begging for workers even at times and in regions where unemployment is high.

　　with the pandemic, unemployment is very high indeed. in february, at 3.5
per cent and 5.5 per cent respectively, unemployment rates in canada and the
united states were at generational lows and worker shortages were everywhere. as
of may, those rates had spiked up to 13.3 per cent and 13.7 per cent, and
although many worker shortages had disappeared, not all had done so. in the
medical field, to take an obvious example, the pandemic meant that there were
still clear shortages of doctors, nurses and other medical personnel.

　　of course, it is not like you can take an unemployed waiter and train him
to be a doctor in a few weeks, no matter who pays for it. but even if you cannot
close that gap, maybe you can close others, and doing so would be to the benefit
of all concerned. that seems to be the case in sweden: when forced to furlough
90 percent of their cabin staff. scandinavian airline decided to start up a
short retaining program that reskilled the laid-off workers to support hospital
stuff. the effort was a collective one and involved other companies as well as a
swedish university.

　　21. research by the world economic forum suggests____

　　a. an increase in full-time employment

　　b. an urgent demand for new job skills

　　c. a steady growth of job opportunities

　　d. a controversy about the “core skills”

　　22. at&t is cited to show____

　　a. an alternative to the fire-and-hire strategy

　　b. an immediate need for government support

　　c. the importance of staff appraisal standards

　　d. the characteristics of reskilling program

　　23. efforts to resolve the skills mismatch in canada

　　a. have driven up labor costs

　　b. have proved to be inconsistent

　　c. have met with fierce opposition

　　d. have appeared to be insufficient

　　24. we can learn from paragraph 3 that there was

　　a. a call for policy adjustment.

　　b. a change in hiring practices.

　　c. a lack of medical workers

　　d. a sign of economic recovery.

　　25. scandinavian airlines decided to

　　a. great job vacancies for the unemployed.

　　b. prepare their laid-off workers for other jobs.

　　c. retrain their cabin staff for better services

　　d. finance their staff’ s college education

　　【正确答案】21.b 22.a 23.d 24.c 25.b

　　【解析】

　　21.根据题干research 和world economic forum定位到第一段2句得到average 42 percent of the
“core skills” within job roles will change by
2022即人们的工作角色中的核心技能将会改变对应b中的需要新的工作技能。选项a中的全职工作的增加无中生有，未曾提及;c选项中的工作机会的稳定提升与第二段第一行信息对应，但不是world
economic forum题干所问的区域，定位错误;d选项中没有对核心技能提到争议，属于方向相反，正反混淆。

　　22.此题为例证题。回到文章at&t出现在第二段第四句中的例证词as可得:the gold standard of a company who
decided to do a massive reskilling program rather than go with a fire-and-hire
strategy即例子所要表达的观点即为开展新技能的培训项目来增强技能实力，而不是解雇没有技能的人再雇佣其他人的形式，对应答案a,
对解雇再雇佣形式的一种替代形式。选项b中的政府支持没有提及，属于无中生有;选项c和d
的干扰性较强，均有定位句的原词standard和reskill，c选项标准的重要性和d中的新技能的特征，均未提及。

　　23.由题干的effort和canada会问定位到第二段最后一句可知，have been arguably languid 与hear of
employers begging for workers，还有 unemployment is
high.等信息可得，目前努力后还是还是缺劳动力，失业率很高，说明这项努力的作用不大，对应d选项insufficient不充足。a选项的提高劳动力成本;b中的证明是不一致的;c选项遭遇了竞争，均未提及，属于无中生有。

　　24.根据题干要求回到第三段中，这段话的结构为总分结构，都在用各种数据和具体方面来体现首句信息，也是这段的主旨:with the pandemic,
unemployment is very high
indeed即失业率很高。d选项的经济复苏方向相反，可直接排掉;a选项呼吁政策的调整和b中的招聘实践形式的改变未能在本段找到，无中生有，也非这段话的重要信息;只有选项c中的缺乏医疗工作人员，在本段的末尾处提到there
were still clear shortages of doctors, nurses and other medical
personnel，且与本段论述的中心相吻合，故答案为c。

　　25.根据题干关键词scandinavian airlines来到文章第四段第四句:scandinavian airlines decided to
start up a short retraining program that reskilled the laid-off workers to
support hospital staff.中可知:sa 给下岗laid-off
workers提供新技能培训从而使能够来医院进行工作支持，这样其他行业也会相互提供各个行业的工作技能培训，对应b选项，原单词对应laid-off workers
即prepare their laid-off workers for other
jobs给下岗者提供其他工作的准备。选项中的a迷惑性强一点，给失业者提供供着空缺岗位，是对文章定位句的曲解，偷换概念;c选项中retrain为了更好的服务再训练，与我们文中说的为其他行业提供培训，书概念性的偷换;d选项中资助他们的大学教育的完成，文中，没有提及，无中生有。

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