问题 单项选择题

2010年中国各部门、各地区加大了节能减排工作力度,高耗能行业产能过快增长的势头得到遏制,六大高耗能行业增加值增长13.5%,比上半年和前三季度分别回落3.7和1.3个百分点。9~12月份当月同比增速均低于10.0%。其中,黑色金属冶炼及压延加工业、有色金属冶炼及压延加工业、电力热力的生产和供应业、化学原料及化学制品制造业、石油加工炼焦及核燃料加工业增加值分别增长11.6%、13.2%、11.0%、15.5%和9.6%,比前三季度分别回落2.1、2.2、1.8、1.0和4.0个百分点;非金属品业增加值增长20.3%,与前三季度持平。12月份六大高耗能行业增加值同比增长9.8%。
2010年高耗能行业投资增速明显回落。全年六大高耗能行业完成投资34754亿元,增长14.8%(12月份增长15%),增速同比回落7个百分点。其中,非金属矿物制品业、化学原料及化学制品制造业、电力热力的生产与供应业投资分别增长28.0%、14.8%和6.6%,分别回落15.5、12.1和16.2个百分点;石油加工炼焦及核燃料加工业、有色金属冶炼及压延加工业投资分别增长12.9%和35.8%,分别提高了12.5和19.0个百分点;黑色金属冶炼及压延加工业投资由上年下降1.3%转为增长6.1%。
2010年能源原材料价格涨幅快于工业品出厂价格涨幅。工业品出厂价上涨5.5%,其中12月份同比上涨5.9%,比上月回落0.2个百分点,环比上涨0.7%。原材料、燃料、动力购进价格上涨9.6%,其中12月份同比上涨9.5%。

下列判断正确的有( )。
(1)2009年中国六大高耗能行业完成投资30273.5亿元
(2)2010年12月中国工业品出厂价格环比上涨速度超过了11月
(3)2010年中国六大高耗能行业增加值增速比前三季度均有所回落

A.0个
B.1个
C.2个
D.3个

答案

参考答案:B

解析: 34754÷(1+14.8%)≈30273.5亿元,(1)正确;因为资料中只提到12月份环比上涨0.7%,而没有提到11月份的环比增速,(2)错误;非金属矿物制品业增加值增长20.3%,与前三季度持平,(3)错误。故选B。

单项选择题
单项选择题

An analysis of workplace trends shows that employee perks, a reliable indicator of job market strength, are beginning to make a comeback. While not as Extravagant as those offered in the late 1990s, companies clearly are shifting their focus from workforce reduction to workforce retention. Firms realize that they require a foundation of experienced, trained, and motivated workers. These employers are improving and/ or adding perks to prevent an exodus of workers that could occur as the economy continues improving. They also may be looking further down the road when severe labor shortages are expected to return.

An analysis of perks offered in today’s workplace shows that many of the 1990s-style benefits, such as game rooms and luxury car leases, have been abandoned. The perks that remain popular with employers and employees are those that help workers stay healthy, career focused, and financially stable. Perhaps the most appreciated are those that help individuals maintain work-life balance.

Work-life balance is just one part of the growing concern companies have about the overall emotional and physical health of their workers. Employees who are stressed out or depressed because they do not feel as if they are giving enough attention to the nonwork aspects of their lives ultimately are unproductive. More and more companies also are learning that workers desire the opportunity to grow professionally in the workplace. HewlettPackard, for instance, has boosted its employee education and development budget by 20%.

Nationwide Insurance, based in Columbus, Ohio, established a career-planning website in 2003. The site provides information on company job opportunities, career development, and an in-house mentoring program. Nationwide also is helping to educate its employees in financial matters, acknowledging that workers distracted by such issues on the job are not giving their full attention to the company’s priorities. It is adding classes and seminars on personal finance issues and 401(k) investments.

Sometimes perks simply are about keeping employee morale elevated. Knowing that an improving economy might prompt valued employees to seek new opportunities, the owner of Ticketcity. com has lavished his best performers with tickets to the Masters golf tournament (锦标赛), access to country clubs, and invitations to a management retreat in Sedona, Ariz.

Moreover, even companies that cannot afford to institute costly perks can find ways to make sure current employees are happy. Doug Dorman, vice president of human resources for the Greenville (S.C.) Hospital System explains that there is a definite sense of urgency when it comes to employee retention, knowing that labor shortages are returning. Dorman notes, however, that they have not focused on perks, "but rather on creating a culture of recognition and appreciation. Employees stay when they have good two-way communication with management and are truly appreciated and recognized for their contributions.

It can be inferred that a company which cannot afford expensive perks should ()

A. understand the urgency of workforce shortage

B. focus on perks that are less costly

C. recognize the importance of its employees

D. promote communications with related firms