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If sustainable competitive advantage depends on work-force skills, American

游客2025-04-02  19
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 or 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 managements is usually a specialized job, often 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 skill of their employees than do the 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 Stated. 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. [br] 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 authority in making important decisions in the firm.
答案 D
解析 本题可参照文章第2段第3句、第4句。从中可知，在美国的公司里人力资源部门的主管在管理层中没有什么地位，在重大决策中没有发言权。因此D项为正确答案。
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