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  3. If sustainable competitive advantage depends on work force, skills, American firms have a problem. Human-resource management is

If sustainable competitive advantage depends on work force, skills, American firms have a problem. Human-resource management is

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问题     If sustainable competitive advantage depends on work force, skills, American firms have a problem. Human-resource management is not traditionally seen as central to the competitive survival of the firm in the United States. Skill acquisition is considered as an individual responsibility. Labor is simply another factor of production to be hired — rented at the lowest possible cost — much as one buys raw materials or equipment.
    The lack of importance attached to human-resource management can be seen in the corporation hierarchy. In an American firm the chief financial officer is almost always second in command. The post of head of human-resource management is usually a specialized job, off at the edge of the corporate hierarchy. The executive who holds it is never consulted on major strategic decisions and has no chance to move up to Chief Executive Officer (CEO). By way of contrast, in Japan the head of human-resource management is central — usually the second most important executive, after the CEO, in the firm’s hierarchy.
    While American firms often talk about the vast amounts spent on training their work forces, in fact they invest less in the skills of their employees than do either Japanese or German firms. The money they do invest is also more highly concentrated on professional and managerial employees. And the limited investments that are made in training workers are also much more narrowly focused on the specific skills necessary to do the next job rather than on the basic background skills that make it possible to absorb new technologies.
    As a result, problems emerge when new breakthrough technologies arrive. If American workers, for example, take much longer to learn how to operate new flexible manufacturing stations than workers in Germany (as they do), the effective cost of those stations is lower in Germany than it is in the United States. More time is required before equipment is up and running at capacity, and the need for extensive retraining generates costs and creates bottlenecks that limit the speed with which new equipment can be employed. The result is a slower pace of technological change. And in the end the skills of the bottom half of the population affect the wages of the top half. If the bottom half can’t effectively staff the processes that have to be operated, the management and professional jobs that go with these processes will disappear.
Which of the following applies to the management of human resources in American companies?
选项 A、They hire people at the lowest cost regardless of their skills.
B、They see the gaining of skills as their employees’ own business.
C、They attach more importance to workers than to equipment.
D、They only hire skilled workers because of keen competition.
答案B
解析 文章第一段第三句提到，获得工作技能被认为是员工的个人责任，由此可知答案为[B]。而本段最后一句提到，劳动者被简单地当作生产过程中的一个因素——劳动者被雇佣的成本压缩到与买原材料或者机器设备的成本差不多一样低，由此可知[C]错误；而[A]和[D]在文中并没有提到。
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