Problems in the IT industry
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 esntial 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 vere industry-wide lack of investment in training
means the long-term skills ba 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 themlves to dealing with the immediate problems. There is little
决定用英语怎么说
evidence, for example, that they are stepping up their intake of raw recruits for in-hou training,
or retraining existing staff from other functions. This is the cour of action recommended by the
Computer Software Services Association, but rearch 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, nds 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 rvices ctor are managing to contain their loss by offering skilled IT staff 'golden
handcuffs' - deferred loyalty bonus that tie them in until a certain date - other organisations, like
local governments, are unable to match the competitive salaries and perks on offer in the private
ctor and contractor market, and are suffering turnover rates of up to 60% a year.
But while loyalty bonus 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 rious employee relations problems among tho excluded, both
within and outside IT departments. Many industry experts advi employers to link bonus to
performance wherever possible. However, employers are realising that bonus 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 busine
ss. Some employers advocate giving key employees projects that
would normally be handled by people with slightly more experience or capability. For many
u盘加密码怎么设置employers, however, the urgency of the problem demands a more immediate solution, such as 在其位不谋其政>海滩怎么画
recruiting skilled workers from overas. 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
继续怎么写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 ba.
13 According to the first paragraph, the success of IT departments will depend on
A their success at 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 employees to keep up with the latest developments.
14 A problem referred to in the cond paragraph is that
A the government needs to create thousands of new IT posts.
B the pool of skilled IT people will get even smaller in the future.
C company budgets for IT training have been decreasing steadily.
D older IT professionals have not had adequate training.
15 What possible solution to the long-term problems in the IT industry is referred to in the third
员工综合评价
paragraph?
A ensure that permanent staff earn the same as contract staff
B expand company training programmes for new and old employees
C conduct more rearch into the reasons for staff leaving
D offer top rates to attract the best specialist consultants
16 In some business in the financial rvices ctor, the IT staffing problem has led to
A cash promis for skilled staff after a specified period of time.
B more employees eking alternative employment in the public ctor.
C the loss of customers to rival organisations.
D more flexible conditions of work for their staff.
17 Employers accept that IT professionals are more likely to stay in their prent post if they
A are t more realistic performance targets.
B have a good working relationship with staff in other departments.
C are provided with good opportunities for professional development.
D receive a remuneration package at top market rates.
18 According to the final paragraph, the UK skills ba will be weakened by
A changes to managers' strategic thinking.
B insufficient responsibility being given to IT staff.
C the employment of IT staff with too little experience.
D the hiring of IT personnel from abroad.
《Problems in the IT industry》，IT行业的问题。IT行业的人才紧缺并且青黄不接，很多
公司只顾短期利益，不愿意投入时间和成本进行培训。并且由于待遇等问题，人员流失现象
十分严重。
第十三题，问根据第一段，IT
部门的成功取决于什么。答案是but后面的一句：but on how
well they can hold on to the people skilled at manipulating the newest technology.取决于他们能
否留住精通于掌握最新技术的人。也就是A所说的，成功留住有技术的员工。
第十四题，问第二段提到的一个问题是什么。第二段这么说：A vere industry-wide lack
of investment in training means the long-term skills ba is both ageing and shrinking。一个严重
的全行业范围的培训投入缺口意味着长期技术基础不仅老化而且紧缩。简单的说，就是人才
短缺并且青黄不接。选B：有技术的IT人才未来会更少。Pool在这里是供应、聚集的意思。
a pool of skilled labour：supply, common supply, rerve。
第十五题，问对于第三段提到的IT行业的长期问题的可能的解决方法是什么。答案在
这里：This is the cour of action recommended。所以弄明白这里的this is是指代什么，就找
到了正确的答案，this is指代的内容在前面：they are stepping up their intake of raw recruits for
in-hou training, or retraining existing staff from other functions.。他们开始对吸收的生手进行
室内培训，或者是从其他功能上对现有的员工重新培训。简单概括，就是培训，无论是新来
的还是老员工。答案选B：为新旧员工扩展公司的培训计划。
变速器的作用第十六题，问金融服务行业的一些企业，IT员工问题导致了什么。答案是第四段的这
么一句：While many companies in the financial rvices ctor are managing to contain their
loss by offering skilled IT staff 'golden handcuffs' - deferred loyalty bonus that tie them in
until a certain date这些公司怎么留住人才避免损失呢？提供“黄金手铐”——延期的忠诚分
红将他们套到某一天。也就是说给这些员工的分红是延迟发放的。即A选项所说的：对有
技术员工一段时期后的现金许诺。Deferred就是after a specified period of time。
第十七题，IT职业者更愿意待在现有的位置上，如果。。答案是第五段的最后一句：
employers are realising that bonus 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.这些分红只有同其他的动力相结合才能成功：有吸引力的职业前景，培
训以及和个人长期目标相吻合的有挑战性的工作。也就是C段总结的：为职业发展提供良
好的机会。 黑豆怎么做才好吃
第十八题，问最后一段说，英国技术基础将被什么削弱。答案是最后一段的最后一句：
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 ba.。从其他
国家招IT人员的反对意见在上升，很多专家相信这会导致培训的减少并
因此削弱长期的英国技术基础。即D段说的：从海外招聘IT人员。
