首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
考研
In the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their bu
In the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their bu
admin
2020-08-17
35
问题
In the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their business goals will depend not on the regular updating of technology, which is essential for them to do, but on how well they can hold on to the people skilled at manipulating the newest technology. This is becoming more difficult. Best estimates of the current shortfall in IT staff in the UK are between 30,000 and 50,000 and growing.
And there is no end to the
problem
in sight. A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking. Employers are chasing experienced staff in ever-decreasing circles, and, according to a recent government report, 250,000 new IT jobs will be created over the next decade.
Most employers are confining themselves to dealing with the immediate problems. There is little evidence, for example, that they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions. This is the course of action recommended by the Computer Software Services Association, but research shows its members are adopting the short-term measure of bringing in more and more consultants on a contract basis. However, this approach is becoming less and less acceptable as the general shortage of skills, coupled with high demand, sends contractor rates soaring. An experienced contract programmer, for example, can now earn at least double the current permanent salary.
With IT professionals increasingly attracted to the financial rewards and flexibility of consultancy work, average staff turnover rates are estimated to be around 15%. While many companies in the financial services sector are managing to contain their losses by offering skilled IT staff "golden handcuffs" —deferred loyalty bonuses that tie them in until a certain date—other organizations, like local governments, are unable to match the competitive salaries and perks on offer in the private sector and contractor market, and are suffering turnover rates of up to 60% a year.
But while loyalty bonuses have grabbed the headlines, there are other means of holding on to staff. Some companies are doing additional IT pay reviews in the year and paying market premiums. But such measures can create serious employee relations problems among those excluded, both within and outside IT departments. Many industry experts advise employers to link bonuses to performance wherever possible. However, employers are realizing that bonuses will only succeed if they are accompanied by other incentives such as attractive career prospects, training, and challenging work that meets the individual’s long-term ambitions.
This means managers need to allocate assignments more strategically and think about advancing their staff as well as their business. Some employers advocate giving key employees projects that would normally be handled by people with slightly more experience or capability. For many employers, however, the urgency of the problem demands a more immediate solution, such as recruiting skilled workers from overseas. But even this is not easy, with strict quotas on the number of work permits issued. In addition, opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to even less investment in training and thus a long-term weakening of the UK skills base.
According to the first paragraph, the success of IT departments will depend on________.
选项
A、their success in retaining their skilled staff
B、the extent to which they invest in new technology
C、their attempts to recruit staff with the necessary skills
D、the ability of employers to keep with the latest developments
答案
A
解析
事实细节题。第一段第一句but后的内容讲到,IT部门的成功取决于是否能留住熟练掌握最新技术的员工。A项表述正确,故为答案。C项是招募员工,D项提到有能力的员工,但侧重点并不是公司要留住员工,故排除C项和D项;第二段第二句话讲到对培训缺乏投资,并不是投资新技术,故排除B项。
转载请注明原文地址:https://jikaoti.com/ti/KwVUFFFM
本试题收录于:
翻译硕士(翻译硕士英语)题库专业硕士分类
0
翻译硕士(翻译硕士英语)
专业硕士
相关试题推荐
ThebasisofthisconsensusisabeliefthatimprovedrelationswiththeU.S.wouldserveIranianinterestsonavarietyoffro
SouthCarolina’smineralresourcesareabundant,butnotallofthemcanbelucrativelymined.
Theteacherisveryexactingabouthisstudents’penmanship.
ManyUnitedStatescompanieshave,unfortunately,madethesearchforlegalprotectionfromimportcompetitionintoamajorline
Certainspeciesdisappearedorbecame______asnewformsarosethatwerebetteradaptedtotheEarth’schangingenvironment.
Whenthetelevisionisgood,nothing—notthetheater,notthemagazines,ornewspapers—nothingisbetter.Butwhentelevisionis
Itisnotcompatiblewiththeegalitarianidealthatthereshouldbesharpdifferencesinthescaleofmonetaryrewardforservi
Inthe1960s,medicalresearchersThomasHolmesandRichardRahedevelopedachecklistofstressfulevents.Theyappreciatedthe
TheMinistryofScienceandTechnologyalsosaidinJulythatanindependentwatch-dogwillbecreatedtoscrutinizetheuseof
随机试题
病毒性肝炎黄疸迅速加深、出血倾向、肝性脑病多见于
药物A的血浆蛋白结合率(fu)为0.02,恒速滴注达稳态后的血中药物总浓度为2μml。这时合用药物B,当A、B药都达稳态时,药物A的fu上升到0.06,其血中药物总浓度变为0.67μg/ml,已知药物A的药理效应与血中非结合型药物浓度成比例,药物A、B之间
法律制裁以违法行为为前提,是追究法律责任的直接后果。在追究法律责任时,可依法从轻、减轻或免予法律制裁,下列哪一选项为其根据?()
对于合同内容不明确的规定,错误的是()。
在产地证、许可证等相关文件上,收货人的表示方法有()a
新《商检法》规定,必须经商检机构检验的进口商品未报经检验而擅自销售或使用的,由商检机构没收违法所得,并处货值金额( )的罚款。
结账的程序包括()。
ReadingAccordingtothecontroversialsunspottheory,greatstormsonthesurfaceoftheSunhurlstreamsofsolarparticlesin
Shewasonceayoungcountrywifewithchickensinthebackyardandaviewof________mountainsbehindtheappleorchard.
Childrenmodelthemselveslargelyontheirparents.Theydosomainlythroughidentification.Childrenidentify【C1】______aparen
最新回复
(
0
)