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    The document discusses careers in large and small companies and the qualities employers look for in candidates. It talks about working in different departments and receiving training in large companies, while smaller companies emphasize loyalty but may lack amenities. Employers seek candidates with initiative, drive, flexibility, communication skills, and a willingness to take on responsibility and learn new skills. Personality tests are discussed as a tool to predict job performance, though they are not always reliable and depend on the evaluator's skills. The document also mentions using job analysis questionnaires to identify the tasks, skills, decisions, outputs, and interactions required for a particular role.

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    1991 (1)

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    The document discusses careers in large and small companies and the qualities employers look for in candidates. It talks about working in different departments and receiving training in large companies, while smaller companies emphasize loyalty but may lack amenities. Employers seek candidates with initiative, drive, flexibility, communication skills, and a willingness to take on responsibility and learn new skills. Personality tests are discussed as a tool to predict job performance, though they are not always reliable and depend on the evaluator's skills. The document also mentions using job analysis questionnaires to identify the tasks, skills, decisions, outputs, and interactions required for a particular role.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    1 views1 page

    Provided by Dse - Life

    Uploaded by

    bloosmxedit
    The document discusses careers in large and small companies and the qualities employers look for in candidates. It talks about working in different departments and receiving training in large companies, while smaller companies emphasize loyalty but may lack amenities. Employers seek candidates with initiative, drive, flexibility, communication skills, and a willingness to take on responsibility and learn new skills. Personality tests are discussed as a tool to predict job performance, though they are not always reliable and depend on the evaluator's skills. The document also mentions using job analysis questionnaires to identify the tasks, skills, decisions, outputs, and interactions required for a particular role.

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    © All Rights Reserved
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    of 1

    91UE_Listening

    2. Career Management; 3. David Watson

    4. Careers in large and small companies


    5.
    Training Officer Managing Director Industrial Psychologist
    Hong Kong Asia Computers IBM
    International Bank
    Central Mongkok New York
    6.
    Talks and films

    General Banking

    Technical Computing; Data Processing


    Administration Personnel; Office Premises
    Specialist banking Foreign Exchange; Investment

    To General or Specialist Banking Repeat training


    Department

    7. a) working in different departments, late specialisation. Emphasis on training b) loyalty

    8. a) long-term career, security, training


    b) canteens, sports facilities, latest office equipment, working environment

    9. a) He doesn’t like them b) by doing a real job c) longer d) depends on performance


    e) good/depends on performance f) no canteen or sports facilities
    g) high turnover; keeps good new people coming in

    10. Frank Brown; employment agency; How do the speakers recruit their staff?
    11.
    Personnel Department Agency
    September When necessary
    At least two One
    Personnel Department Director
    None None
    Two none

    12. Linda Lau; careers teacher; secondary school;


    What qualities do employers look for?/ What other qualities are required as well as exam results?

    13.
    Initiative adaptable
    Drive Good social skills
    Able to motivate others Ready to learn new skills
    Flexible Patience
    Willing to take responsibility Good communicator
    Neat/tidy appearance
    14.
    a) scientific// professional approach b) negative //bad //amateur

    15. a) untrained; inconsistent //poor questioning techniques b) unreliable// subjective


    c) predicts performance d) not reliable;

    16. Job Analysis Questionnaire 17. describes tasks and identifies skills

    18. a) pre-requisite knowledge// knowledge for doing the job; b) type of decision-making required
    c) what the employee must produce; d) types of contact; interaction with other people
    e) effect of the job has on employee

    19. a) the set of characteristics of a person that account for consistent patterns of response to situations
    b) predicts fit between candidate and job c) non-intellectual characteristics
    d) medical doctors, bank managers; marriage bureaux / dating agencies

    Provided by dse.life

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