吸引和留住人才_(tái)外文翻譯

中部地區(qū)中小企業(yè)人才流失原因及其對(duì)策分析

吸引和留住人才的重要性
　
十多年前，美國一些先進(jìn)的公司就預(yù)言將會(huì)出現(xiàn)嚴(yán)重的人力資源短缺問題。這樣的預(yù)言在當(dāng)今競爭越來越激烈的商界中已經(jīng)得到驗(yàn)證。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(yīng)當(dāng)跳出傳統(tǒng)陳舊的人力資源配置概念。當(dāng)“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。這樣的人能為企業(yè)創(chuàng)造更好的業(yè)績。企業(yè)管理者有責(zé)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(zhì)，認(rèn)定及留住資深雇員，再者就是發(fā)展有成長潛力的雇員。同時(shí)要關(guān)注表現(xiàn)欠佳的雇員，去了解這類員工是否分配到了不適當(dāng)?shù)墓ぷ鲘徫唬鞔_公司有無提供具體清晰的工作要求讓員工清楚自己的工作職責(zé)。如果員工的表現(xiàn)沒有達(dá)到預(yù)期的要求，企業(yè)管理者應(yīng)明確的反饋給員工知道。
　
大衛(wèi)•格羅斯是Power&Control Automation 公司的客戶代表。該公司是西門子公司在美國佛羅里達(dá)州和佐治亞州的主要分銷商。他提出以下觀點(diǎn)：“一個(gè)出色雇員的特點(diǎn)是忠誠，有責(zé)任心，有創(chuàng)意，注重細(xì)節(jié)——這是最重要也最難得的特性。除了福利和報(bào)酬之外，雇員還需要對(duì)公司有一份信心。他們希望確定為公司銷售的產(chǎn)品是安全無害的，希望確定公司會(huì)在業(yè)界保持穩(wěn)固地位。
　
格羅斯認(rèn)為安全感是區(qū)分好企業(yè)與壞企業(yè)的一大特點(diǎn)?！皟?yōu)秀的雇員具有積極的態(tài)度和可培訓(xùn)性，他們有良好的工作記錄，能與他們合作融洽。作為小型企業(yè)，我們可以更加靈活，并且我們很自豪能給雇員提供家庭般和諧友好的氛圍，較有自我管理的風(fēng)格。我們?cè)试S雇員處理個(gè)人事情但在過后補(bǔ)上該工作時(shí)間，我們提供的整套福利也很有競爭力。


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.”