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Reading 2/2:
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Read the passage and choose the best answer for each question.WELCOMING NEW EMPLOYEES
Companies spend large amounts of money on finding the right person for the job. But all too often this effort is undermined by failing to give new employees an effective induction, which has a direct effect on staff retention.A common tool for induction is the information pack but according to Natalia Santoro, a human resources consultant, this does not work well. Employees want to meet people, and ask questions and this one size fits all approach is becoming old
fashioned. It fails to take into account the different concerns of recruits who are changing career, for example, compared with those who have arrived from a similar post.Allocating an existing member of staff as a workmate or 'buddy' is a good way to supplement the standardised package. Presentations from senior managers can be rather hyped up and do not always give recruits an accurate idea of what the day-to-day work in the company will be like. Buddies offer a more matter-of-fact view, although, of course they should still accentuate the positive. Some companies go further by encouraging new employees to support each other. At Morgan Stanley.for example, email groups are set up so that new recruits at different branches can keep in touch.
It goes without saying that one purpose of induction is to make the new member of staff feel welcome. At Google, for example, a welcome balloon is tied to new employees desks, something which is not just a fun gesture but also reminds everyone where the new people will sit. Companies may also offer gifts: Google gives their new recruits £100 to spend in the company shop and Innocent Drinks provides them with a hamper of tasty treats.Natalia Santoro also emphasises the importance of gathering data from new employees. At many companies, such as Fairburn Private Bank, recruits meet with the managing director at the end of the induction. Sometimes this process may plug any remaining gaps in their knowledge. More importantly, their feedback should ensure that the induction package is suitably revised for the next intake, a vital process in today's rapidly changing world.
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1) Which company helps employees to locate a new recruit's workstation?
A. Google
B. Fairburn Private Bank
C. Morgan Stanley
D. Innocent Drinks
2) What does the reading suggest is a vital process in today's rapidly changing world regarding induction?A. Revising the induction package based on new recruits' feedback.
2ABCD
Conducting hyped-up presentations.Encouraging senior managers' involvement.
Providing standardized information packs.
3) Natalia Santoro does not favour information packs because . it is hard to collect exact information that business needs
A B. they do not deal with individuals' specific needs.
C. only a few people are involved in putting them together.
D. employees often find them boring to read.
4) In paragraph 3, the main point about presentations from senior management is that A. they can create unrealistic expectations.
B. they repeat facts already given in the information pack.they are not always held at the best time.BC
D. the information is out dated.
5) According to Natalia Santoro, why does the 'one size fits all' approach to induction not work well?
A. Employees prefer standardized information packs.B. It is endorsed by senior managers.
It is too expensive.D. It fails to address different concerns of recruits.
6) According to Natalia Santoro, the main purpose of meeting with management after induction is
ABCN A. to assess their technical skills
to keep the induction package up to date.
to gather data on the new recruit's performance.
to answer any further questions the new recruit may have
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