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吸引和留住人才_外文翻译,中部地区中小企业人才流失原因及其对策分析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...
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吸引和留住人才_外文翻译
中部地区中小企业人才流失原因及其对策分析
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。
Reasons for attracting and keeping good employees
More 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.That＇s 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.”
中部地区中小企业人才流失原因及其对策分析
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。
Reasons for attracting and keeping good employees
More 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.That＇s 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.”
