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14.Staff turnover 员工流失

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发表于 2011-6-26 19:11 | 显示全部楼层 |阅读模式
A blessing in disguise 貌似灾祸实际使人得福之事
Alteration 改变、改动、更改
Breathing space 活动(或工作的)空间
Commitment 献身、介入
Consensus (意见等的)一致
Constructive 建设性的,有积极助益的
Employable 适宜雇用的,达到雇用条件的
Empowerment 授权
Engagement 信奉,支持
Enhance 提高,增强,增进
Established 知名的,老牌的;已确立的,已被确认的
Induce 引起,导致
Infuse 注入,(向)灌输
Intangible 触不到的,无形的
Mobility 流动性,移动性
Morale 士气,精神面貌
Nomad 游牧部落的一员,流浪者
Penny-wise 小数目上节约的,小事上精明的
Penny-wise and pound-foolish 大处不算小处算的,小事精明大事糊涂的
Perspective (观察问题的)视角;观点;想法
Retention 保留,保持
Shame 憾事
Stick around 逗留,留下
Tangible 有形的,有实体的
The survival of the fittest 适者生存
Vital 致命的
Workload 工作量,工作负担
Knowledge nomads and commitment
知识型游牧族与敬业精神
By Mallory Stark
Knowledge nomads are highly mobile workers.
知识型游牧族是指流动极为频繁的员工。
Like nomadic people, they move frequently from place to place.
如同游牧民,他们不断地从一个地方迁徙到另一个地方。

No one organization is their home or life.
没有哪个公司会成为他们的家或人生的港湾。

But also like nomadic people they build homes.
不过他们也像游牧民一样筑槽垒窝

Increasing employee mobility- the degree to which workers change companies-appears to be a fact of corporate life in the 21st century.
越来越频繁的员工流动员工频繁跳槽似乎是21世纪企业所面临的现实。
But are such workers less committed to their employers as a result?
那么这些员工是不是就因此不那么敬业了呢?
The common perception is that workers who hop from job to job are less committed; perhaps even suffer from an inability to commit.
人们一般认为,不断跳槽的员工不如终身待在一个企业的员工敬业。
However, according to Todd L. Pittinsky and Margaret J. Shjh, in Knowledge Nomads: Organisational Commitment and Worker Mobility in Positive Perspective from the February issue of American Behavioral Scentist, the reality is that this new generation of “knowledge nomads,” while moving frequently, do form attachments and commit to employers when they stop.
然而,根据托德 L 彼丁斯基和玛格丽特 J 西发表在《美国行为科学家》二月刊上的文章《知识型游牧民:从肯定的视角看敬业与员工流动》,这些新兴的知识游牧族,尽管不断地跳槽,但一旦在某家公司逗留,他们事实上也对雇主负责,忠诚于雇主。

They are motivated to work hard, and commit themselves strongly to the companies in which they
sojourn.
通过激励,他们会不遗余力、全心全意为所逗留的企业奉献自己的聪明才智。

But these commitments do not prevent the workers from moving again.
但是这些投入并不能组织他们停止跳槽。
They form commitments when and where they stop.
无论停留在何时、何地,他们都一样敬业。

According to Todd L. Pittinsky, workers who are highly mobile (who move to new companies frequently) can be as committed to companies as workers who stay put in a single company.
根据托德 L 彼丁斯基的观点,流动频繁的员工(即频繁更换公司的员工)和终生待在一家公司的员工一样的忠诚于所在的公司。
Employee commitment and employee mobility are wholly separate.
员工敬业与员工流动没有丝毫的必然联系。
Study by Todd L. Pittinsky and Margaret J. Shih shows that there was no inverse relationship between employee commitment and employee mobility.
他们的研究表明,员工敬业与员工流动不成反比关系。
It was important to demonstrate this because there is a deeply ingrained belief among managers and management researchers that committed workers stay in companies and do not move.
阐明这一点很重要,因为经理们和从事管理研究的研究人员都坚信,有奉献精神的员工会长期待在一家公司,不会不断地跳槽。
They tested the relationship multiple ways, and ran multiple statistical analyses, and found something very different and exciting.
他们的研究从多角度测试两者的关系,从多角度进行数据分析,结果(与大众观点)完全不同,这令人兴奋不已。
It was found that commitment to company can coexist with high mobility.
研究表明,频繁的流动与敬业是可以并存的。

Moving between companies a lot does not prevent workers from committing to companies.
频繁更换公司并不阻碍员工对公司的奉献与敬业。
It is very common for folks to say today that workers are committed to their projects or to their own career, and not to companies. Nonsense.
当今,还常听人们说,员工只会忠诚于自己的项目或事业,不会献身于某个企业,这纯属无稽之谈。
Employees can be committed to both themselves and to their companies.
员工既会对自己的事业全力以赴,也会对雇佣的公司不遗余力。
PART ONE: Interview
(1)
What do you think can encourage employees to stick around?
你认为什么能留住员工/使员工不跳槽?
To keep workforce stable is a challenge for every company. Opportunities for growth in the company, a good work relationship, career plans for employees, providing or paying for training, a sense of empowerment, open communication and even praising employees can help retain employees.
(2)
What do you think of staff turnover?
你对员工流失有何高见?
Staff turnover is not a problem, but a symptom. There appears nowadays a race of knowledge nomads, hopping from one job to another, making contribution and commitment to each company they work. Increasing employee mobility appears to be a fact of corporate life in the 21st century.
(3)
Are financial incentives the most important thing to retain employees?(Why?/Why not?)
金钱激励是留住员工的最重要手段吗?(为什么?)
Yes, definitely. Since people work primarily to earn bread and milk. Financial incentives undoubtedly contribute to a decent and comfortable life, which in turn will enhance commitment and boost morale and retention. Nobody will leave a job, if reasonably paid.
(4)
Is it important to involve staff in decision-making in the company?(Why?/Why not?)
让员工参与决策重要吗?(为什么?)
Yes, definitely. Involving staff in decision-making in the company gives the employees a sense of empowerment and ensures the active participation of the staff, which can be very helpful and contributable to low turnover, democratic atmosphere and high productivity.
PART TWO: Mini-presentation
What’s important when…?
Aiming to retain good staff
吸引并留住员工,需要考虑哪些要点?
l
Pleasing work environment
令人愉悦的工作环境
l
Career opportunity
职业发展机会
l
When aiming to keep good staff, creating a pleasing workplace plays an important role in job satisfaction. A pleasing workplace includes everything from having the right tools available to provide basic comfort, such as proper lighting and noise control, etc. Besides, by creating a work environment that allows for flexibility, growth, and development, you promote loyalty among good employees and build their commitment.
Furthermore, career plans for employees are also important. Employees will remain with their current employer if career opportunities are presented. Career plans for those who want to move upward in the company undoubtedly improve morale and boost engagement. Even McDonald’s, which thrives on high turnover, has career plans for employees who want to stay with the company.
Besides, paying employees for training cannot be neglected, since training can keep their skills current and up-dated, thus getting employable and being competitive throughout their lives. It’s critical that adequate time and resources and dedicated to providing proper training and improving the skills of new staff members.
当想要保留优秀员工,创造一个令人愉快的工作环境对工作满意度起着重要作用。一个令人愉快的工作环境包括一切良好可用的工具提供基本的舒适性,例如合适的灯光和噪音控制,等等。另外,通过创建一个工作环境来允许灵活、成长和发展,可以促进员工的忠诚度以及建立自己的归属感。
此外,职业规划对员工也很重要。如果目前的公司提供职业发展机会,他们将留下来。职业规划是为那些希望得到升迁的员工,这无疑会提高他们的士气和加强管理。即便是希望高营业额的麦当劳,也为希望留在公司的员工提供职业规划。
除此之外,也不能忽视为员工提供培训机会,因为员工需要更新他们目前的技能,因此获得就业以及变得更具竞争力。有足够的时间和资源,决定提供适当的培训以及为新员工提供培训都是非常重要的。
PART THREE: Discussion
Reducing Staff Turnover
The consultancy firm you work for has been asked to advise a client company which currently has a problem in keeping staff. You have been asked to prepare ideas to help the client company to keep staff turnover low. Discuss the situation together, and decide:
l
how could the client company recruit the appropriate applicants
l
what sorts of benefits would encourage staff to stay

减少员工流失
你们在一家咨询公司工作,某公司人员流失严重,到你们所在的公司咨询。公司让你们出主意,帮助客户减少员工流失。讨论并决定:
l
客户如何才能招聘到合适的人选
l
什么样的福利能鼓励员工久留
A: You see, in the past year one of our clients kept losing staff and suffered a heavy loss. They worry a lot and turn to us. Have you got any constructive suggestions?
B: Yes. Our client should first examine their staff recruiting. There must be something wrong with their recruiting practice.
A: Why?
B: You know, keeping staff turnover low begins with hiring staff members who are a good match for the practice and the position. So it can be beneficial for the client company to change its idea from “ attracting and retaining the best employees” to “ attracting and recruiting the best employees”
A: Good idea! By recruiting the appropriate new staff, our client builds the employees’ commitment and retention will necessarily follow.
B: Exactly.
A: Then how to recruit the right staff is crucial to our client.
B: Yes. To recruit the appropriate new hires, it’s important to advertise the job vacancy in the newspapers and magazines targeting at the ideal candidates.
A: To ensure that a candidate’s skills match the job, it’s also important to limit the conditions and requirements of candidates on the job advertisement.
B: Yes. Besides, it’s better for our client to conduct thorough reference checks and find out why a candidate left a previous job.
A: Yeah, that’s important. Still there are other contributable factors that our client should consider, such as providing information of the current state of their future work environment, offering staff with proper training, talking to staff members and solving problems as they emerge. All these can be important in keeping staff turnover low.
B: You are right. Furthermore, the client company should strive to provide superior leadership in their practice, such as keeping communication lines open, periodically taking time to examine the workplace from the employee’s perspective, and continually seeking to improve it.
A: Yeah, that will help to create and maintain a place where people want to work and stay. In addition, giving the employees a sense of empowerment should not be ignored.
B: For example?
A: Such as providing a breathing space to take risks, to use their own best judgement and to be accountable for the decisions they’ve made etc.
B: Yeah, that surely works.
A: 你知道,过去的一年我们的一个客户持续失去员工并且遭受了重大的损失。他们非常担心并且求助于我们。你有任何建设性建议么?
B:是的。我们的客户首先应该检查他们的人员招聘。他们的招聘实践中一定存在一些问题。
A:为什么呢?
B:你知道,保持员工的低流失额开始于工作人员为了与实践和职位相匹配。因此,把客户的观念从“吸引和保留最优秀的员工”转变到“吸引和招募最优秀的员工”,这样做能给他们带来好处。
A:好主意。通过招募合适的新员工,我们的客户建立员工的忠诚度,留住员工也一定不成问题。
B:确实是这样。
A:然而,对我们的客户来说关键是怎样招募合适的员工。
B:是的。为了招募合适的新雇员,在报纸和杂志上针对理想的候选人刊登招聘信息非常重要。
A:为了确保候选人的技能与工作相匹配,在招聘广告上明确所需候选人的条件和需求也非常重要。
B:是的,除此之外,对我们的客户来说,最好对参考目录做彻底的检查并且找出候选人离开前任工作的原因。
A:是的,那很重要。也有其他建设性的因素需要我们的客户来考虑,比如,提供关于目前状况以及他们未来工作环境的信息,为员工提供适当的培训,与员工交谈并解决他们发现的问题。所有这些对保持低流失率很重要。
B:是的。而且,客户公司应当尽力为高层领导人提供实践,比如开设在线交流,阶段性的花时间去从员工的角度去检查工作场所,并且不断地寻找改善方法。
A:是的,那会帮助我们去创造和保持一个员工愿意工作和生活的场所。另外,给员工一种权利感也不应被忽视。
B:举个例子?
A:例如给员工提供自由的空间去承担风险,运用他们最明智的决断且要为他们所作的决定负责人等等..
B:那些方法一定管用。
(1)
Do you think it will be easier for people to work abroad in the future?(Why?/Why not?)
你认为将来人们到国外工作的机会会更多吗?(为什么?)
Yes, I think so. With the combination of technology advances and increasing globalization, more and more people will have chances to work in other countries.
(2)
Which aspect of job are most interesting to you?(Why?)
你的工作在哪些方面最吸引你?(为什么?)
The opportunity for improvement of knowledge and skills are most important to me, since I have to competitive and employable in the labor market.
(3)
Do you think you will spend your career working for just one company?(Why?/Why not ?)
你认为你会一辈子在一家公司待着吗?(为什么?)
No, I don’t think so. I belong to the race of nomads. I can’t imagine spending my whole life in one company and in one place. I just can’t stand tedious and dull life.
(4)
Who, do you think, is easier to retain staff, large companies or small ones?(Why?)
你认为谁更容易留住人才,大公司还是小公司?(为什么?)
Large companies. Since large companies are more powerful in finance and experience to focus on not only the profit and development, but also the scientific management of human resources.
(5)
What are the disadvantages to a company of high staff turnover?
员工流失严重对公司有何不利之处?
High staff turnover will induce replacement cost and training costs, increase workload, cause stress and tension, decline employee morale and decrease productivity.
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 楼主| 发表于 2011-6-28 18:36 | 显示全部楼层
新东方商务词汇第三轮~~
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 楼主| 发表于 2011-6-29 19:10 | 显示全部楼层
Let all your things have their places and let each part of your business have its time
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 楼主| 发表于 2011-7-4 18:57 | 显示全部楼层
Product Promotion
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 楼主| 发表于 2011-7-5 20:15 | 显示全部楼层
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 楼主| 发表于 2011-7-11 19:32 | 显示全部楼层
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