来源：《基督科学箴言报》
原文刊登日期：2021年6月30日
本文适合英语二考生
As the pandemic eases in the United States, many employers are scrambling to find workers. In April, a record number of Americans quit their jobs. Worldwide, 40% of employees are ready to resign, according to Microsoft Research. Many seek a better work-life balance or simply more pay. But amid this workplace churn, companies are also recognizing what already exists in their current employees: an eagerness and potential to learn new skills in order to create new opportunities.
随着美国疫情的缓解，许多雇主都在争相寻找工人。今年4月，美国辞职人数创下纪录。据微软研究公司称，在全球范围内，40%的员工准备辞职。许多人寻求更好的工作与生活的平衡，或者仅仅是更高的工资。但在这次职场流失中，企业也意识到现有员工身上已经存在的东西：为了创造新机会而学习新技能的渴望和潜力。
A survey in May by Prudential Financial found nearly half of American workers say the pandemic has caused them to reevaluate their skill sets. About 1 in 5 have put a greater priority on pursuing education or learning a new skill. Of those that plan to leave their jobs, 6 in 10 have sought training on their own since the start of the pandemic.
保德信金融集团5月份的一项调查发现，近一半的美国员工表示，新冠疫情让他们重新评估自己的技能。约五分之一的受访者将接受教育或学习一项新技能放在了更重要的位置。在计划离职的人中，60%的人自疫情开始以来自己寻求培训。
These numbers reflect a mass replacing of the capabilities of Americans. Companies such as JPMorgan Chase and Walmart have responded by offering new training that helps employees do their jobs better (“upskilling”) or learn a new field of skills (“reskilling”). In May, for example, Levi Strauss & Co. offered workers an eight-week course in digital skills to help the clothing giant adjust to a rapid increase in customers buying online.
这些数字反映了美国人能力的大规模替换。摩根大通和沃尔玛等公司通过提供新的培训来帮助员工更好地完成工作(“技能提升”)或学习新的技能(“再培训”)。例如，今年5月，李维斯公司为员工提供了为期八周的数字技能课程，以帮助这家服装巨头适应快速增长的网上购物客户。
Overall, more than two-thirds of U.S. companies began last year to invest in reskilling or upskilling to deal with the effects of the pandemic, according to a survey by TalentLMS, a company that offers online training. One reason, according to the consulting firm McKinsey, is that it can cost far more to recruit a new employee compared with the cost of reskilling an internal employee.
根据在线培训公司TalentLMS的一项调查，总体而言，超过三分之二的美国公司从去年开始投资于重新培训或提高技能，以应对疫情的影响。据咨询公司麦肯锡(McKinsey)称，其中一个原因是，与对内部员工进行再培训的成本相比，招聘一名新员工的成本要高得多。
Employers also seem less impressed by a job applicant’s formal education. In the past year, LinkedIn has recorded a 21% rise in U.S. job postings that promote a person’s skills instead of their qualifications. And the number of job openings that don’t require a degree rose by nearly 40%.
雇主似乎也不太在意求职者的正规教育背景。过去一年，领英(LinkedIn)在美国发布的看重个人技能而非学历的招聘广告增加了21%。不需要学位的职位数量增加了近40%。
Even before the pandemic, a survey by the World Economic Forum found the pace of change in industries will require more than half of employees to acquire new skills by 2025. Two of the top essential skills, according to the survey, are active learning and innovative thinking. The world may already be well on its way to meet the 2025 target.
甚至在疫情之前，世界经济论坛的一项调查就发现，到2025年，产业界的变化速度将要求超过一半的员工掌握新技能。调查显示，最重要的两项技能是积极学习和创新思维。世界可能已经在朝着2025年的目标前进。