雅思真题解析：年轻人为何频繁跳槽

雅思真题解析：年轻人为何频繁跳槽（通用3篇）

篇1：雅思真题解析：年轻人为何频繁跳槽

With the global economy in a state of unabated turbulence，recent years have seen a surge in the number of habitual job hoppers. However, changing occupations for employers may attribute to a range of factors nowadays. From my perspective, the deleterious impacts on society caused by Job-hopping outweigh its positives.

Career transitions stem from a variety of contributing factors. Firstly, the novelty and passion for a comfortable working life，more often than not，can be soon get worn off，thus the majority of employers give priority to changing careers that is regarded as the most effective and efficient approach to promote job satisfaction. In addition, for the universality of our country higher education and prohibitive cost of receiving further education, a growing number of employees with decent academic backgrounds expect to switch to a highly-paid job with promising future to offset the vast investment in education. Moreover，the trend may also involve the recognition that for most of the adventurous white collars, to switch jobs can be also considered as a shortcut to gain better personal resources to draw on.

Undeniably, changing occupations does contribute to the social mobility and optimize reasonable deployment of labor force resources. when employees fully apply their expertise accumulated from study and daily life into work, they can achieve higher social productivity. However, I perceive that this phenomenon does more harm than good，as job hopping can also raise the social crisis of confidence. Specifically, being afraid of high risk of divulging the confidential information, hardly do companies trust employees and invest better vocational training in them;this is all simply triggered by the career transitions that have already labelled those job hoppers as lazy or unreliable.

In conclusion, a wide range of contributors are closely associated with job hopping;however，given the adverse effects on society escalating as a whole ，I reckon shifting to other job posts regularly to be a negative practice.

字数 325words

雅思大作文高分表达

in a state of unabated turbulence 经济环境不稳定

habitual job hoppers 惯性跳槽者

deleterious impacts 不利影响

the novelty and passion for work 对工作的新鲜感

employee satisfaction 员工满意度

highly-paid jobs 高薪的工作

give priority to 优先考虑

jobs with promising future 有前途的工作

the universality of our country higher education 高等教育的普遍性

prohibitive cost of receiving further education 接受高等教育的高成本

Divulging confidential information 泄露机密

job-hopping 跳槽

reasonable deployment of labor force resources 优化人力资源的社会配比

raise the social crisis of confidence 增加社会信任危机

vocational training 职业培训

雅思大作文高分结构

demerits caused by……. 分词后置定语现象

employees fully apply their expertise accumulated from v-ed非谓语结构限定

may attribute to a range of factors nowadays 原因替换句型

the deleterious impacts on society caused by Job-hopping outweigh its positives....outweigh its positives.

观点表达句型

Being….，hardly do /can… 倒装+分词状语修饰

Reckon sth to be sth 宾语补足语

Given the undesirable effects on society escalating as a whole 分词做原因状语

雅思真题范文解析：年轻人为何频繁跳槽

话题是：Today many young people change their jobs or careers every few years.What do you think are the reasons for this?Do you think the advantages outweigh its disadvantages?

写作题材类别：工作(年轻人频繁跳槽的的好坏)

写作审题要点：

关键词：change jobs

主要从两个角度切入：

1.reasons

2.advantages or disadvantages

参考思路：

Para 1: introduction

Para 2:The reasons

1)Young people have found their real interests in other areas

2)They want a promotion in their fields

Para 3:There are both advantages and disadvantages in this.

1) Young people get more accumulation in different areas

2) If change their fields ,they will start with nothing

篇2：雅思真题解析：年轻人为何频繁跳槽

近年来，年轻人的工作和职业生涯发生了戏剧性的变化。许多人认为，这一现象主要是由于年轻人希望寻找更好的工作环境。在这篇文章中，我打算探索这个问题的根源，以及这种转变是否积极。

In my view, many young people change their jobs and careers for the sake of more challenging and competitive working environment. They may feel bored with doing rituals day by day and would like to try in a completely new corporation. The latter job may be more attractive to them by the wealth and chance of promotion in career path that it offer.

在我看来，许多年轻人为了更有挑战性和更有竞争力的工作环境而改变了他们的工作和职业。他们可能会对每天的例行公事感到厌倦，想要在一个全新的公司里试一试。后一份工作对他们来说可能更有吸引力，因为他们提供的职业道路上的财富和晋升机会。

On the upside, when taking on a new job, young people may be more motivated by new and appealing things, thus making them perform better in jobs. Moreover, new jobs always contain challenges that require people to be familiar with. They also stimulate creativity, diligence and self-discipline in employees. In consequence, workers will create more products for the company.

从好的方面来说，当新工作的时候，年轻人可能会更有动力去做一些新的和有吸引力的事情，从而使他们在工作中表现得更好。此外，新的工作总是包含着需要人们熟悉的挑战。它们还能激发员工的创造力、勤奋和自律。因此，工人们将为公司创造更多的产品。

On the other hand, when it comes to the disadvantages, the shift in jobs and career costs not only the organization but also the individuals that take it a great deal of time and money. To the corporations, it is a tremendous damage when employees abandon their jobs because of the cost companies must cover in new recruitment and training staffs. It also takes youngsters a long period of time to be familiar with all the tasks. Moreover, the cost of shifting their accomodation to the new areas should be taken into account.

另一方面，当涉及到缺点时，工作和职业的转变不仅是组织，还有那些花费大量时间和金钱的个人。对于公司来说，当员工放弃他们的工作时，这是一个巨大的损失，因为公司必须在新的招聘和培训员工中承担成本。这也需要年轻人很长一段时间来熟悉所有的任务。此外，还应考虑将住宿地点转移到新地区的费用。

By ways of conclusion, that many young people change their jobs and careers contains benefits as well as drawbacks. It is my personal view that youngsters should carefully find out about their companies and the opportunities that can be got at first to ensure that it is an ideal place to grow and get promoted in the long term rather than always taking shifts in jobs.

篇3：中国职场人为何跳槽更频繁？

中国职场人在职时间的中位数为24个月，而通常从开始留意跳槽机会，历经筛选、面试、辞职等过程需要半年，也就是说一半以上的中国职场人在一家公司安心工作不到一年半，就开始了辞职跳槽的准备。

不同职业的人员流动也有较大差异，商业服务（如律所、会计师事务所、咨询公司）、金融保险和互联网是平均在职时间最短、跳槽频次最高、员工流动性最大的三个行业；工业生产制造在中美两国均是在职时间最长的行业，但中国平均在职时间也仅为39个月，几乎相当于美国71个月的一半。

跳槽在中国职场不仅是常态，也正在成为中国职场人士的一种习惯。调查给出了高跳槽率的三个主要原因：1、中国产业结构的快速调整，使得人才需求持续高涨。2、快节奏的宏观大环境下，很少企业能有足够的时间和资源，去培养有效的内部人才体系。3、在求职过程中，人才与企业之间存在严重的信息不对称，就职往往是在不充分信息基础上作出的决定，也为之后的快速跳槽打下伏笔。

调查也为中国企业提出了中肯的建议：留住人才，关键在于培养。从现在开始，建立、审视和优化自己的内部人才培养体系。而内部人才体系建立的难度在于：公司的战略发展方向必须清晰，基于此需要有一个长期的人才需求计划，然后有针对性地进行人才培养。 同时，软硬结合吸引人才。除了薪酬福利，突出发展空间、学习机会，还应多渠道多维度地展示企业的雇主品牌，增加公司和职位等重要的软性信息的透明度。