企業(yè)人才流失外文翻譯---吸引和留住人才-資料下載頁
2025-05-12 16:58本頁面
【導讀】十多年前，美國一些先進的公司就預言將會出現(xiàn)嚴重的人力資源短缺問題。這樣的預言在當今競爭越來。人力資源短缺幾乎能影響所有的行業(yè)，因此企業(yè)雇主應當跳出傳統(tǒng)陳舊的。當“新手”雇員加入工作崗位，必然有各種問題隨之產(chǎn)生。因此，吸引和留住企業(yè)中。的優(yōu)秀雇員十分重要。高效率的雇員就是令人滿意的雇員。者有責任不斷地營造能讓人才樂意工作于其中的企業(yè)環(huán)境。首先要確保新招募的雇員的素質，認定及留住資深雇員，再者就是發(fā)展有成長潛力的雇員。求讓員工清楚自己的工作職責。如果員工的表現(xiàn)沒有達到預期的要求，企業(yè)管理者應明確的反饋給員工知。州和佐治亞州的主要分銷商。定為公司銷售的產(chǎn)品是安全無害的，希望確定公司會在業(yè)界保持穩(wěn)固地位。格羅斯認為安全感是區(qū)分好企業(yè)與壞企業(yè)的一大特點。具體的雇員對此有具體的不同感受。僅僅受薪水驅動的雇員有可能無法與其他雇員配合工作。企業(yè)雇主與雇員積極溝通是成功協(xié)商的關鍵。調查表明其公司雇員的工
【正文】 time。put your best foot forward. potential employees that your pany is agreat place to work. the interview in a fortable place。eliminate interruptions. office is not a good place to conduct an a conference room,private break area orother room where you won＇ t be interrupted. attentively。make eye contact。get to know the applicant. can learn a great deal about a person by simply listening to what they say they municate well?Are they being honest?Listen and you＇ ll the position and the organization。create 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 acpany could provide some kind of day care, or anything like that with a personal touch,that would be a huge boon to their 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 need to cement the relationship as a supportive force in their lives.” Employees＇ satisfaction Butcher and conducted a survey of their own employees to find out about their job satisfaction and what they like,or don＇ t like,about their pany＇ s financial health(%)far outpaced benefits(%)and salary(%)as reasons for their satisfaction with their factors cited include flexibility,job security,relationship with colleagues,pany size,relationship with management and feeling of being percent said that the work itself was what they liked most about their job。and 25 percent cited their salary as what they like least about their job. “We＇ ve set up an appraisal system,and the people here are responsible for their own success and happiness,”says .”Everyone knows where they solicit opinions meet with each employee and appraise them two or three times year,and give them the power to improve that creates a feeling that they are responsible for that they cited salary as what they like least is interesting,since most are overpaid paratively in the industry,and feel as though they＇re not paid enough.”
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