Work is necessary to earn an income. And if you get good job【小题1】 , it’s a bonus! But what can make it more worthwhile are the extra perks(工资外的补贴) that your employer offers you as reward for your loyalty and commitment.

Employee【小题2】 are commonplace these days. Traditionally, these have included a good pension and extra days off work. But when a job used to be for life, there wasn’t much incentive to try and keep staff. Now when millennials are【小题3】a position, they want to know the benefits they’ll get on top of their pay.

But these perks come at a cost to an employer, and now technology is being used to discover if and when they offer value for money. The idea aims to enable a company to tailor what it can offer to【小题4】and retain the right staff.

As an example, at the merchant bank, Close Brothers, Al has been used to develop chatbots that can help employees to find information on subjects ranging from mental health to saving for retirement at any time. And Microsoft has developed software to help businesses【小题5】their employee’s well-being needs. Anna Rasmussen, founder of Open Blend, told the BBC “It shows companies what their employees need to stay 【小题6】 and reach their full potential in real-time?” Insurance company Vitality offer wearable technology to track employees’ movements. Staff can earn ‘【小题7】’ by having their activity tracked. A study found that by 【小题8】the participants’ performance, they did the equivalent of 4.8 extra days of activity per month.

It seems that if used in the right way, technology can provide greater【小题9】between an employee and the company. That can lead to a happier, healthier and【小题10】 work force. But HR experts warn against relying solely on tech for deciding on employee benefits provision, they say.

Welcome to the YOLO Economy

Something strange is happening to the exhausted, type-A millennial workers of America. After a year spent hunched (弯腰驼背) over their MacBooks, 【小题1】 back-to-back Zooms, they are deciding to risk it all. Some are 【小题2】 stable jobs to start a new business, and others are stepping off the career treadmill altogether.

If this movement has a rallying cry, it’s “YOLO”—“you only live once,” an acronym (首字母缩略词) 【小题3】 by the rapper Drake a decade ago and used by cheerful risk-takers ever since. It has come to characterize the attitude that has 【小题4】 a certain type of bored office worker in recent months.

To be clear: The pandemic is not over, and millions of Americans are still experiencing 【小题5】 for the loss of jobs and loved ones. Not everyone can afford to throw 【小题6】 to the wind. But for a growing number of people with financial cushions and in-demand skills, the dread and anxiety of the past year are giving way to a new kind of professional fearlessness.

“It feels like we’ve been so 【小题7】 into careers for the past decade, and this is our opportunity to switch it up.” said Nate Moseley, 29, a buyer at a major clothing retailer. “The idea of going right back to the pre-Covid setup sounds so unappealing after this past year,” he said. “If not now, when will I ever do this?” If “languishing (受煎熬)” is 2021’s 【小题8】 emotion, YOLOing may be the year’s defining work force trend. A recent Microsoft survey found that more than 40 percent of workers globally were considering leaving their jobs this year.

【小题9】 of employees’ quitting jobs, bosses are trying to boost morale (士气) and prevent burnout. LinkedIn recently gave the majority of its employees a paid week off.

Raises and time off may persuade some employees to stay put. But for others, stasis (停滞) is the problem, and the only solution is 【小题10】 change.

Every employer knows that hiring the RIGHT people for the RIGHT job is an important organizational need. Not only you have the RIGHT people produce the 【小题1】results, the organization also gains a reputation for hiring the RIGHT people.

Given the importance of this need – it 【小题2】that the organization must have the RIGHT processes and talent attraction programs. Also what it needs are the right types of questions to ask the   【小题3】employee during the interview process. Most employers I know have very elaborate questions and views on what they expect of their employees.

Naturally, it comes as easy to many employers during the interview process but how often are the interviews questions 【小题4】to assess the skills and suitability based on performance alone?

Do you also ask questions about :

Employees’ likes and dislikes in terms of work. For example, he may be extremely good at writing proposals but he is 【小题5】 of doing them and prefers meeting people.

Employees’ preferred working style. I know of some very talented people who need a lot of 【小题6】 before they are willing to continue. Can you match your style with theirs?

Employees preferred work culture. If your company is hiring to look for a talent to change the culture, make sure the talent is ready to take on that 【小题7】as an agent of change.

Employees’ model of teamwork. This is a soft skill that does not go hand in hand with every

【小题8】talent you are seeking to hire. If you are building a team and teamwork is critical – you have to make it a point to understand whether the potential employee is up to your 【小题9】, through your questions which you must plan ahead.

Employees’ longer term aspirations. If you cannot fulfill the mid to longer term aspirations of the employees – you know that you can lose this employee after you have hired and trained him. So do not overlook this in your 【小题10】 to hire a talent to fill an immediate need.