企业人才流失-外文翻译

毕业设计(论文)外文资料翻译题 目: 中部地区中小企业人才流失原因及其对策分析以郑州高新区为例 院系名称： 国际学院 专业班级：人力资源管理0804班 学生姓名： 于飞 学 号： 0 指导教师： 张可军 教师职称： 讲师 附 件： 1.外文资料翻译译文；2.外文原文。 签名： 2012年1月06日附件1：外文资料翻译译文吸引和留住人才来自：承包商工具和供应吸引和留住人才的重要性十多年前，美国一些先进的公司就预言将会出现严重的人力资源短缺问题。这样的预言在当今竞争越来越激烈的商界中已经得到验证。人力资源短缺几乎能影响所有的行业，因此企业雇主应当跳出传统陈旧的人力资源配置概念。当“新手”雇员加入工作岗位，必然有各种问题随之产生。因此，吸引和留住企业中的优秀雇员十分重要。高效率的雇员就是令人满意的雇员。这样的人能为企业创造更好的业绩。企业管理者有责任不断地营造能让人才乐意工作于其中的企业环境。首先要确保新招募的雇员的素质，认定及留住资深雇员，再者就是发展有成长潜力的雇员。同时要关注表现欠佳的雇员，去了解这类员工是否分配到了不适当的工作岗位，明确公司有无提供具体清晰的工作要求让员工清楚自己的工作职责。如果员工的表现没有达到预期的要求，企业管理者应明确的反馈给员工知道。大卫格罗斯是Power&Control Automation 公司的客户代表。该公司是西门子公司在美国佛罗里达州和佐治亚州的主要分销商。他提出以下观点：“一个出色雇员的特点是忠诚，有责任心，有创意，注重细节这是最重要也最难得的特性。除了福利和报酬之外，雇员还需要对公司有一份信心。他们希望确定为公司销售的产品是安全无害的，希望确定公司会在业界保持稳固地位。格罗斯认为安全感是区分好企业与坏企业的一大特点。“优秀的雇员具有积极的态度和可培训性，他们有良好的工作记录，能与他们合作融洽。作为小型企业，我们可以更加灵活，并且我们很自豪能给雇员提供家庭般和谐友好的氛围，较有自我管理的风格。我们允许雇员处理个人事情但在过后补上该工作时间，我们提供的整套福利也很有竞争力。优秀员工对公司的期望 任何行业任何公司里的雇员都对公司有以下几个方面的需求，以下各方面是根据重要性和受重视的程度降序排列的。 1、乐趣：工作的乐趣包括期待上班工作以及下班时感觉良好。具体的雇员对此有具体的不同感受。工作的乐趣对于雇员来说可能来自工作中的创意，成功的完成任务，看到自己的工作得到积极向上的结果，知道自己为别人做了一些贡献，或者得到来自他人的尊敬和认可。一个有创意的雇员会因为他的创意而成为一个高效率的人才。一个细心的雇员会乐意细致钻研。如果将一个技术骨干推到管理层的职位，则未必能令他成为一个高效率的人才。岗位责任分工与个人能力应当合理结合，才能实现最高的工作效率。 2、金钱：当雇员觉得只有钱最重要时，就是他们认为所得报酬与自身价值不符的时候。薪水能增加工作的乐趣，但不能取代工作的乐趣。仅仅受薪水驱动的雇员有可能无法与其他雇员配合工作。 3、安全感、福利：没有人希望自己是下一个被辞退的人，也没有人希望感受到公司内部失控的形势。福利对于某些雇员来说特别重要。针对具体雇员的需求的福利是最理想的，也是可以协商实现的。企业必须使雇员清楚的知道自己所能享有的福利，以及享有这些福利所要先旅行的责任和承担的义务。 4、舒服、休假：人们对于安逸的概念理解不尽相同。有些雇员认为在离家近的地方工作就是舒服，因为他们有一种对家的需求感。雇员们需要灵活的或者额外的休息时间，其中有各种不同的原因。在这方面，企业雇主与雇员积极沟通是成功协商的关键。 要使雇员获得工作的满足感，以上所述就是先决条件。当雇员花时间去考虑这些问题，谈论这些问题，或者想追求这些条件时，也正是企业在这方面做得不够，导致雇员没有高效率的工作。带着满足感回家的员工必然会期待第二天的上班。这样的雇员不仅会一直留守企业，而且在自己的工作岗位上会有高效率的表现。 “员工是雇来完成具体工作任务的，而一个好的雇员清楚知道自己所在的位置以及想要达到的位置。”美国大型的管理人员招聘机构的客户代表达斯丁福特这样说，“而作为雇主的则当然是观察这样的一个雇员如何做到创造效益或者节约成本。”福特的专长是为工业销售界搜寻合适的人才或者填补企业职位空缺的人才。他早在Motion Industries就职，已经有5年的人才招聘工作经验。 德里克布查尔与其姐姐米歇尔分别是其家族企业IBS公司的业务经理和市场部副总监。他们提出以下观点：“优秀的雇员更看重的是待遇中优越的方面，而不是明确的赔偿金，不是单单的追求待遇中的金额。”他指出，“如今的雇员寻求的是一份“整体”的职业，包括良好的公司文化，职业道路，工作责任分工，以及工作与生活的协调平衡。这种平衡已经日趋受到重视。即使一个企业能给雇员提供一切，雇员自己还是会希望有时间有空间与自己的家人共处。”招聘面试甄别人才 的确，招聘面试是重要的一个环节。有的招聘者将其作为发掘合适雇员的决定性的最后一步，也有招聘者将面试当做判断雇员素质的第一步。面试是整个招聘过程中举足轻重的一部分，因为如果没有面试，就没有即时的问答互动以及通过情景模拟来测试面试者随机应变的能力，那就很难判断应聘者是否具有良好的素质。关于面试的重要性向来都是仁者见仁，智者见智，而面试的具体方法则是有一定趋势的。成功而有效的面试要领包括以下几个方面： 1、做好准备工作，准备好要提问的问题。 2、针对所招聘的职位，理清应聘者需要具备的素质条件。如果面试官不止一人，更应该提前共同做好准备。 3、礼貌，守时，主动。 4、令准雇员感到正在应聘的公司是一家很好的工作单位。 5、在适当的地点进行面试，排除干扰。 6、办公室不是适宜的面试地点，应该选择会议室或者私人休息室，或者其他确保不会被干扰的地点。 7、认真聆听，眼神交流，了解应聘者。认真听应聘者说话的内容和看他们说话的方式，可以判断他们是否能良好的沟通表达，是否诚实。 8、给一些时间让应聘者针对公司和职位提问。借此机会向应聘者宣传介绍自己的公司的情况和该职位的情况，是应聘者有可能发挥潜力参与到企业中，创造更大的效益。 格罗斯指出，企业必须关注雇员的福利，根据员工的实际需要尽量灵活地提供福利。如果企业能在和员工亲自沟通后推出有针对性的福利，必然使员工队伍士气大振。如果一家企业里有员工已经用完了规定内的假期，而员工家属突然有急症，这样的情况下企业管理者应该首先让员工去探视他的家属，关于他的假期问题可以事后再安排。企业应建立与员工间的和谐关系，成为他们生活中给予支持、扶持的力量来源之一。愉快工作 布查尔和约翰曾在其员工中进行了关于员工工作满意度、喜好等方面的调查。调查表明其公司雇员的工作满意度来自于该公司的良好的财政形势（66.7%的员工的意见表明），优厚福利（41.7%的员工的意见表明）以及薪酬（33.3%的员工的意见表明）。其他被提到满意的原因还包括了制度的灵活性、工作是否有安全感、同事之间的关系、公司的规模大小、与管理层人员的关系，以及受重视的感觉。有58%的员工表示他们呢最满意的就是目前的工作本身，25%的员工认为影响工作满意度的原因中薪水知识其中排在最后的一个原因。布查尔认为值得注意的一点是，员工将企业的良好财政形势作为影响工作满意度的最大因素。此外，企业对于雇员的工作投入有所要求，使得雇员感到自己有受到重视的价值，也很满意灵活的工作环境。 “我们建立了评估制度，大家可以自己决定自己的成功与快乐。”约翰说，“每个人都清楚自己所处的位置，我们不断地搜集意见，每年与每个雇员见面谈话两至三次，将会给予雇员极大的进步力量。那样最终的效果是让雇员认识到他们要对自己负责。对于雇员将薪水作为满意的原因排在最后一个的原因，我们觉得这一点很有意思。因为实际上本公司的薪酬在本行业来说的话已经处于一个相对很高的水平了，而我们公司的雇员好像还是感觉自己所获得的薪酬仍然不够高。附件2：外文原文Attract and keep good employeesFrom:Contractor Tools and SuppliesReasons for attracting and keeping good employeesMore than a decade ago,leading trade associations in the United States began warning of an impending labor shortage.That prediction has turned out to apply to almost all parts of the more and more intensively competitive business world nowadays.This labor shortage affects almost every industry and employers must begin to look outside of traditional labor pool sources.As “greener”workers take their places on jobsites,accidents are sure to follow.Thats why attracting and retaining good employees is key.Company owners and management have to take the responsibility and efforts to create an environment where good employees are willing to work in and stay.The primary elements of any plan to improve the quality of the staff you employ include improving the quality of new hires,identifying and retaining superior employees,and developing employees(especially those with high potential for growth).At the same time,youneed to take a look at underperforming staff.Ask whether each individual is in the wrong job.Determine whether the company has provided specific and clear requirements so the individual knows what you expect from him.Make sure you have provided feedback against goals and objectives so the person knows he si not meeting expectations. David Groce is an account manager at Power&Controls Automation,an automation products distributor in Norcross,Ga.The company is the master distributor for Siements Energy and Automation in Florida and Geogia.”A good employee features loyalty,commitment,creativity,and attention to detail,a trait that is very important and quite rare,”says Groce.”Beyond benefits and a salary package,an employee needs to have confidence in the company.They need to know that the products you are selling are no risk,and that the company itself will be staying in the industry,and is reliable.” According to Groce,security is the differentiation between a good company and a bad company.”A good employee has a positive attitude,is trainable,has a reputable track record,and works well with others,”says St.John.”As a small company,we are able to be more flexible,and boast a family-friendly environment with a more self-management style.We allow employees to take time for what they need and make it up later,and have a benefit package that competes.”A good employees expectations from a company An employee in any business wants the following-in descending order of importance or weight.1.Pleasure-Job pleasure includes looking forward to going to work and feeling satisfied when the day is done.What that means will e different for each employee.It may come from being creative,successfully carrying out an assignment or task,seeing a positive result from their actions,kowing theyve contributed to someone elses good or receiving respect and recognition from others.A creative person will be most productive being creative.A detail-oriented person will enjoy digging into the minutia.Moving a technical genius into an administrative position probably isnt going to be productive-anywhere.Job duties and individual personal qualities need to come together in order to maximize priductivty.2.Money-For most employees,money is only important when it feels like the pay does not match perceived value.Money can add to job pleasure,but does not replace it.Those who are driven by money alone may have trouble aligning with the rest of the team.3.Comfort/Time-off-Everyone has adifferent definition of comfort.For some people working close to home is a comfort because of family needs.Flexible time or extra time off may be needed for a variety of reasons.Willingness to negotiate is the key to success here.4.Security/Benefits-No one wants to feel like they may be the next to go or that the company is in dire circumstances out of their control.Benefits are more important to some than to others.Benefits that fit the needs of each individual are ideal and may be negotiable.Make sure the employee understands their benefits and their responsibility in order to receive them. These are the prerequisites needed to experience job satisfaction.Any time an employee spends thinking about,talking about or pursuing any of these is unproductive time.The guy who goes home at the end of the day feeling satisfied will look forward to coming to work tomorrow.He will not only stay on board,he will be highly productive while hes there. “Employees are brought on to do a specific task,and a good employee knows where theyre at,and where theyre going,”says Dustin Ford,an account executive at Management Recruiters,one of the largest search firms in the country.”Employers,of course,are looking at,how can this employee either make money or save money?”Ford specializes in finding and placing people in the industrial sales sector.He worked for Motion Industries prior to this position,and has been recruiting for fice years. Derek Butcher and his sister,Michelle St.John,are the operations manager and vice president of marketing,respectively,for their family business,IBS,Inc.,a general-line distributor in Auburn,Wash.IBS sells cutting tools,abrasives,electrical components and fittings,among other products,to MRO customers in several industries.Conducting a Successful Interview1.Be prepared;know what questions youre going to ask.2.Research the position,identify skills a qualified candidate should possess;if there is more than one person doing the interview,work together and be ready.3.Be courteous;be on time;put your best foot forward.4.show potential employees that your company is agreat place to work.5.Conduct the interview in a comfortable place;eliminate interruptions.6.Your office is not a good place to conduct an interview.Use a conference room,private break area orother room where you wont be interrupted.7.listen attentively;make eye contact;get to know the applicant.8.You can learn a great deal about a person by simply listening to what they say it.Do they communicate well?Are they being honest?Listen and youll know.Sell the position and the organization;create goodwill.This person has the potential to increase your profits. “You have to be concerned about their welfare,and give them flexibility when they need it,”says Groce.”If accompany could provide some kind of day care, or anything like that with a personal touch,that would be a huge boon to their people.How about an employee with no more vacation time and an emergency illness wuth his mother?You tell him to go to her,and that vacation time can be figured out later.You need to cement the relationship as a supportive force in their lives.”Employeessatisfaction Butcher and St.John conducted a survey of their own employees to f