第四辑 Test4 Part3(4/4) 歌词
| 歌曲 | 第四辑 Test4 Part3(4/4) |
| 歌手 | 英语听力 |
| 专辑 | 剑桥商务英语高级真题集 |
| 下载 | Image LRC TXT |
| And what about this issue of training that the consultants raised? Well, I think we'll have to consider a bigger programme, but to save costs, perhaps we should only send our more motivated staff on courses? That may work better. I'm not sure that we do need more. And I actually think it's the courses that need careful planning rather than focusing on who attends. If the programme is appropriately directed at particular topics, then it will be relevant to all the staff involved in that area. Suppose so. We've also got to look at how we can compensate people better when we're not in a position to raise our basic salaries. Yes, well, for the moment, we could perhaps increase staff loyalty by offering stock options as a carrot - say when people have been here for a year. If we go down the route of offering bonus payments, then it looks attractive initially, but I'm not sure it's effective in the long run, because it depends on reaching targets. You know, considering what those consultants charged, they haven't really come up with any useful solutions, have they? No, you're right. Look, let's go away and get this down on paper and then we can draw up a detailed proposal of what we think should be done in the next year. We'll give that to the MD and, if he agrees, he can take it to the Board next month. OK, I'll email you something, and we can meet next week. | |
| 那顾问们提出的培训问题呢？好吧，我认为我们必须制定一个更大的计划，但是为了节约成本，也许我们可以只派出那些较为积极的员工区参加课程？那样也许效果更佳。我不知道我们是不是真的需要更多培训。而且实际上我觉得是课程需要精心计划而不是去关心谁参与。如果计划恰当地用于个别话题，那么就能使之与该区所有员工相关。大概如此吧。我们也要考虑到怎么更好地补偿大家，既然我们在此不是为了提升自己的基本工资。是的，那么现在我们也许可以以提供股票期权做诱饵的方式来提员工的忠心程度，比如说针对到此已有一年的人员。如果我们依照计划提供补贴工资，那么在开始肯定看起来很诱人，但是我不确定这是不会长期有效，因为这取决于目标达到。你知道，那些顾问们还没有真正意义上提出任何有效解决方案就开始收费，是吧？是，你说的没错。瞧，我们去把这些写成计划案，然后对于我们觉得明年应该实施的方案可以起草一份详细提议。把提议上交总经理，如果他同意，他下个月就能在董事会提出。好，我会给你发邮件，我们下周再见面。 |
| And what about this issue of training that the consultants raised? Well, I think we' ll have to consider a bigger programme, but to save costs, perhaps we should only send our more motivated staff on courses? That may work better. I' m not sure that we do need more. And I actually think it' s the courses that need careful planning rather than focusing on who attends. If the programme is appropriately directed at particular topics, then it will be relevant to all the staff involved in that area. Suppose so. We' ve also got to look at how we can compensate people better when we' re not in a position to raise our basic salaries. Yes, well, for the moment, we could perhaps increase staff loyalty by offering stock options as a carrot say when people have been here for a year. If we go down the route of offering bonus payments, then it looks attractive initially, but I' m not sure it' s effective in the long run, because it depends on reaching targets. You know, considering what those consultants charged, they haven' t really come up with any useful solutions, have they? No, you' re right. Look, let' s go away and get this down on paper and then we can draw up a detailed proposal of what we think should be done in the next year. We' ll give that to the MD and, if he agrees, he can take it to the Board next month. OK, I' ll email you something, and we can meet next week. | |
| na gu wen men ti chu de pei xun wen ti ne? hao ba, wo ren wei wo men bi xu zhi ding yi ge geng da de ji hua, dan shi wei le jie yue cheng ben, ye xu wo men ke yi zhi pai chu nei xie jiao wei ji ji de yuan gong qu can jia ke cheng? na yang ye xu xiao guo geng jia. wo bu zhi dao wo men shi bu shi zhen de xu yao geng duo pei xun. er qie shi ji shang wo jue de shi ke cheng xu yao jing xin ji hua er bu shi qu guan xin shui can yu. ru guo ji hua qia dang di yong yu ge bie hua ti, na me jiu neng shi zhi yu gai qu suo you yuan gong xiang guan. da gai ru ci ba. wo men ye yao kao lv dao zen me geng hao di bu chang da jia, ji ran wo men zai ci bu shi wei le ti sheng zi ji de ji ben gong zi. shi de, na me xian zai wo men ye xu ke yi yi ti gong gu piao qi quan zuo you er de fang shi lai ti yuan gong de zhong xin cheng du, bi ru shuo zhen dui dao ci yi you yi nian de ren yuan. ru guo wo men yi zhao ji hua ti gong bu tie gong zi, na me zai kai shi ken ding kan qi lai hen you ren, dan shi wo bu que ding zhe shi bu hui chang qi you xiao, yin wei zhe qu jue yu mu biao da dao. ni zhi dao, nei xie gu wen men hai mei you zhen zheng yi yi shang ti chu ren he you xiao jie jue fang an jiu kai shi shou fei, shi ba? shi, ni shuo de mei cuo. qiao, wo men qu ba zhei xie xie cheng ji hua an, ran hou dui yu wo men jue de ming nian ying gai shi shi de fang an ke yi qi cao yi fen xiang xi ti yi. ba ti yi shang jiao zong jing li, ru guo ta tong yi, ta xia ge yue jiu neng zai dong shi hui ti chu. hao, wo hui gei ni fa you jian, wo men xia zhou zai jian mian. |
| And what about this issue of training that the consultants raised? Well, I think we' ll have to consider a bigger programme, but to save costs, perhaps we should only send our more motivated staff on courses? That may work better. I' m not sure that we do need more. And I actually think it' s the courses that need careful planning rather than focusing on who attends. If the programme is appropriately directed at particular topics, then it will be relevant to all the staff involved in that area. Suppose so. We' ve also got to look at how we can compensate people better when we' re not in a position to raise our basic salaries. Yes, well, for the moment, we could perhaps increase staff loyalty by offering stock options as a carrot say when people have been here for a year. If we go down the route of offering bonus payments, then it looks attractive initially, but I' m not sure it' s effective in the long run, because it depends on reaching targets. You know, considering what those consultants charged, they haven' t really come up with any useful solutions, have they? No, you' re right. Look, let' s go away and get this down on paper and then we can draw up a detailed proposal of what we think should be done in the next year. We' ll give that to the MD and, if he agrees, he can take it to the Board next month. OK, I' ll email you something, and we can meet next week. | |
| nà gù wèn men tí chū de péi xùn wèn tí ne? hǎo ba, wǒ rèn wéi wǒ men bì xū zhì dìng yí gè gèng dà de jì huà, dàn shì wèi le jié yuē chéng běn, yě xǔ wǒ men kě yǐ zhǐ pài chū nèi xiē jiào wéi jī jí de yuán gōng qū cān jiā kè chéng? nà yàng yě xǔ xiào guǒ gèng jiā. wǒ bù zhī dào wǒ men shì bú shì zhēn de xū yào gèng duō péi xùn. ér qiě shí jì shang wǒ jué de shì kè chéng xū yào jīng xīn jì huà ér bú shì qù guān xīn shuí cān yù. rú guǒ jì huà qià dàng dì yòng yú gè bié huà tí, nà me jiù néng shǐ zhī yǔ gāi qū suǒ yǒu yuán gōng xiāng guān. dà gài rú cǐ ba. wǒ men yě yào kǎo lǜ dào zěn me gèng hǎo dì bǔ cháng dà jiā, jì rán wǒ men zài cǐ bú shì wèi le tí shēng zì jǐ de jī běn gōng zī. shì de, nà me xiàn zài wǒ men yě xǔ kě yǐ yǐ tí gōng gǔ piào qī quán zuò yòu ěr de fāng shì lái tí yuán gōng de zhōng xīn chéng dù, bǐ rú shuō zhēn duì dào cǐ yǐ yǒu yī nián de rén yuán. rú guǒ wǒ men yī zhào jì huà tí gōng bǔ tiē gōng zī, nà me zài kāi shǐ kěn dìng kàn qǐ lái hěn yòu rén, dàn shì wǒ bù què dìng zhè shì bú huì cháng qī yǒu xiào, yīn wèi zhè qǔ jué yú mù biāo dá dào. nǐ zhī dào, nèi xiē gù wèn men hái méi yǒu zhēn zhēng yì yì shàng tí chū rèn hé yǒu xiào jiě jué fāng àn jiù kāi shǐ shōu fèi, shì ba? shì, nǐ shuō de méi cuò. qiáo, wǒ men qù bǎ zhèi xiē xiě chéng jì huà àn, rán hòu duì yú wǒ men jué de míng nián yīng gāi shí shī de fāng àn kě yǐ qǐ cǎo yī fèn xiáng xì tí yì. bǎ tí yì shàng jiāo zǒng jīng lǐ, rú guǒ tā tóng yì, tā xià gè yuè jiù néng zài dǒng shì huì tí chū. hǎo, wǒ huì gěi nǐ fā yóu jiàn, wǒ men xià zhōu zài jiàn miàn. |
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