2. 考研
  3. [A] The person-skills match approach to selection [B] The impacts of bad selection decisions [C] The importance of structu

[A] The person-skills match approach to selection [B] The impacts of bad selection decisions [C] The importance of structu

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问题    [A] The person-skills match approach to selection
   [B] The impacts of bad selection decisions
   [C] The importance of structured interviews
   [D] Demographic changes in Europe
   [E] The person-environment fit
   [F] The unstructured interview and its validity
   [G] The birth rate in Europe
   Usually, organisations fail because of undercapitalisation, poor financial management, and adverse market conditions etc. Yet, organisations with sound financial backing, good product ideas and market awareness often underperform. Therefore, a more complete explanation of "what went wrong" must consider the essence of what an organisation is and that the most important and often the most expensive financial input is people.
   【R1】______
   An organisation is only as good as the people it employs. Selecting the right person for the job involves identifying the essential or desirable range of skills, educational and professional qualifications necessary to perform the job and then recruiting the candidate who is most likely to possess these skills or at least is perceived to have the ability and predisposition to acquire them.
   【R2】______
   Work invariably takes place in the presence or under the direction of others, in a particular organisational setting. The individual has to "fit" in with the work environment, with other employees, with the organisational climate, style of work, culture of the organisation. Different organisations have different cultures.
   【R3】______
   Poor selection decisions are expensive. For example, employing an unsuitable technician on an oil rig or a nuclear plant could, in an emergency, result in millions of pounds of damage or loss of life. Hiring a wrong person may result in low job satisfaction, lack of organisational commitment and employee stress, which affect organizational outcomes.
   【R4】______
   However, despite the importance of the recruitment decision and more objective selection techniques available, many organisations are still prepared to make this decision on the basis of a single 30- to 45-minute unstructured interview. Indeed, research has shown that a selection decision is often made within the first four minutes of the interview. In the remaining time, the interviewer then attends exclusively to information that reinforces the initial "accept" or "reject" decision. Research into the efficiency of selection methods has consistently demonstrated that the unstructured interview, where the interviewer asks any questions he or she likes, is a poor predictor of future job performance and fares little better than more controversial methods like graphology and astrology.
   【R5】______
   The future, we are told, is likely to be different. Detailed surveys of social and economic trends of the European Community show that Europe’s population is falling and getting older. The birth rate in the Community is now only three quarters of the level needed to ensure replacement of the existing population. By the year 2020, it is predicted that more than one in four Europeans will be aged 60 or more and barely one in five will be under 20. The changing demographics will not only affect selection ratios. They will also make it increasingly important for organisations wishing to maintain their competitive edge to be more responsive and accommodating to the changing needs of their workforce if they are to retain and develop their human resources. More flexible working hours, the opportunity to work from home or job share, the provision of childcare facilities etc., will play a major role in attracting and retaining staff in the future.
【R4】
选项
答案F
解析 本段承接上文，说明选错人的原因之一是很多公司选择人才时用的是非结构性面试，作者对这种面试是否能预测个人工作表现提出了质疑。F涵盖了该段的主题，其中的unstructured interview是本段关键词的复现，validity也与本段中efficiency为同义，故选F。
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