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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.
What is the position of the head of human-resource management in an American firm?
选项 A、He is one of the most important executives in the firm.
B、His post is likely to disappear when new technologies are introduced.
C、He is directly under the chief financial executive.
D、He has no say in making important decisions in the firm.
答案D
解析 文中第二段第三、四句提到，人力资源经理的职位通常是一个特设的职位，不属于公司内部主要领导阶层。这个执行官(人力资源经理)绝没有机会商议公司主要的策略决定，并且也没有机会被提升为首席执行官，由此可知答案为[D]。而排除[A]。而[B]和[C]文中并未提到，不是答案。
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