1、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： 200848980430 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
2、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 Powerknow what questions youre going
3、 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
4、 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
5、 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 w
6、hen 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
7、time can be figured out later.You need to cement the relationship as a supportive force in their lives.”EmployeessatisfactionButcher and St.John conducted a survey of their own employees to find out about their job satisfaction and what they like,or dont like,about their job.The companys financial h
8、ealth(66.7%)far outpaced benefits(41.7%)and salary(33.3%)as reasons for their satisfaction with their jobs.Other factors cited include flexibility,job security,relationship with colleagues,company size,relationship with management and feeling of being valued.Fifty-eight percent said that the work it
9、self was what they liked most about their job;and 25 percent cited their salary as what they like least about their job.“Weve set up an appraisal system,and the people here are responsible for their own success and happiness,”says St.John.”Everyone knows where they stand.We solicit opinions constant
10、ly.We meet with each employee and appraise them two or three times year,and give them the power to improve themselves.Ultimately that creates a feeling that they are responsible for themselves.But that they cited salary as what they like least is interesting,since most are overpaid comparatively in the industry,and feel as though theyre not paid enough.”http:/
