你可能感兴趣的试题

Whatever may be said against mass circulation magazines and newspapers，it can hardly be argued that they are out of touch with their readers’daydreams，and therefore the inducements they hold out to them must be a near accurate reflection of their unfulfilled wants and aspirations.Study these and you will assuredly understand a good deal of what it is that makes society tick.
Looking back，for example，to the twenties and thirties，we can see that circulation managers unerringly diagnosed the twin obsessions which dominated that era of mass unemployment --economic insecurity and a passionate concern for the next generation.Thus it was that readers were recruited with offers of free insurance policies for the one，and free instant education for the other.The family whose breadwinner lost an eye in a double railway derailment，or an arm in a flood，could confidently expect to collect several hundred pounds from the Daily This or the Evening That.The family who could not afford to send their son to grammar school could find consolation in equipping him with the complete works of Shakespeare in one magnificent，easy-to-read volume.
After the war the need to fall into step with the new consumer society was soon realized.If you were flanked by neighbors who，unlike you，could afford a holiday abroad，then winning an easy competition could set you up with a fortnight in an exotic sunspot.Dishwashers，washing machines，slow-cookers and deep-fat-friers were --and still are --available by the same means.

When there is a vacancy in a company，it is the job of the personnel manager and his department to manage the recruitment of a new employee.One way an organization can find staff for job vacancies is to recruit in company.Management can inform.people of new appointments by means of the firm’s notice board or news bulletin.Another possibility is to ask for recommendations from departmental managers and supervisors.If it is necessary to recruit outside the company，the personnel department may use commercial and government employment offices or consultants.It may prefer to put its own advertisement in a newspaper or magazine.
It is usual for an advertisement to give a short description of the job，conditions of work and salary，and to invite introductory letters from applicants.After studying these，management decides who receives an application form.
In order to assess the applications，managers can work from a personnel specification such as Rodger’s Seven-Point Plan.They do not choose applicants who do not have a good profile.For this reason，it is important that the application form.requests clear information about such things as the applicant’s age，education，qualifications and work experience.It must also ask for references from other employers or people who know the applicant well.This information helps management to make a final decision on the number of applicants they can short-list for interview.
The staff who hold an interview together are called an interview ’panel’.It is important that they know what information they need to get from the applicants.This comes from a careful reading of job descriptions，personnel specifications，and applications.To help the panel in their selection，some companies use an interview assessment form.This is used by the panel during the interview when each applicant is checked under the same point on the form.
Many employers say that the success of a good business begins in the personnel manager’s office.