【正文】 ss the pany39。re a people business. We put them at the top of our agenda, explains Phil Bamfather, head of learning and development for Thomas Cook holiday and central. He says welltrained staff are absolutely pivotal in the pany39。s decisions are linked to, and measured by, the pany39。s management style and personality and assess what impact they have on their leadership. Most panies are poor at developing their executives, and most of them acknowledge this: only 3 percent of the 6,000 executives occupying the top 200 positions at 50 large US corporations examined by a recent McKinsey survey strongly agreed that their anizations developed talent quickly and In no area of executive development— job rotation, traditional internal and external training, or mentoring— did a majority of these executives believe that their employers were doing a good job (Exhibit 1). Some panies feel that their high performers will rise to the top naturally, like cream. Others, believing that talent can be bought, try to recruit executives from such sources as General Electric, a famous developer of people. In fact, though businesses should look for seniorlevel talent outside their own anizations, they themselves must also be good at developing it. In the first place, as talent bees scarcer— and demography suggests that it will— the buyonly strategy bees risky and expensive. Moreover, recruiting all of a pany39。中文 3570 字 本科畢業(yè)論文（設(shè)計(jì)） 外文翻譯 外文題目 Staff training rated ‘ absolutely pivotal’ 外文出處 Knowledge training,2021(10):p4647 外文作者 Olivia 原文： Staff training rated ‘a(chǎn)bsolutely pivotal’ Olivia As a recent survey reveals the importance that job seekers attach to an anization’s mitment to training, Olivia Hemmings talks to three panies whose investment in their staff is resulting in higher productivity, increased profits and better staff retention. For some job hunters, salary is the main consideration, while for others it is flexible working hours or even location. However, one prospect that unites 90% of travel industry job seekers is the promise of training and development, according to a survey by Abta and People 1st, the sector skills council for the hospitality. leisure travel and tourism industries. And it is easy to understand why. For the applicant, a pany39。t stop there. Elinor Carr, learning and development manager for Thomas Cook holiday division, says it offers overseas resort staff a clear progression path. In fact, regular training sessions are delivered throughout the season and staffs are presented with a range of development opportunities, including Stars, the Senior Training and Recognition Scheme. This training initiative has career progression at its core. Split into three levels, the scheme aims to train up frontline staff to firstline management, then secondline management and finally resort management level, using rigorous training courses. Employees who successfully plete all three levels can then consider the Overseas Management Development Programme (OMDP} if they wish to learn about the wider Thomas Cook business. For this programme, managers attend courses in the UK and plete operational and management modules. Operational modules teach managers about yield management and explain the mercial factors driving the business. The management and leadership modules look at the individual39。L jobs— in which the holder39。s line executive held 18 positions in 24 years, and