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职业生涯你会经历的四个步骤

所属教程:职场人生

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Lisa

2015年02月02日

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  A condensed Employee Life Cycle

  职业生涯周期的简要概括

  Today I saw a chart of a 12-step Employee Life Cycle. Maybe Human Resources professionals need that much detail, but functional managers don't. Here is a four-step, condensed employee life cycle plan that tells you everything you need to know.

  今天,我看到了一个关于职业生涯周期12步的图表。也许人力资源专家需要知道那样的细节问题,但是职能管理人员不需要知道得这么清楚。以下四个步骤,简略概括了职业生涯的循环,从这里你可以了解到你需要知道的一切。

  An employee life cycle is the steps the employees go through from the time they enter a company until they leave. Often Human Resources professionals focus their attention on the steps in this process in hopes of making an impact on the company's bottom line. That is a good thing for them to do. Their goal is to reduce the company's cost per employee hired.

  员工职业生涯周期是指该员工从踏入公司的那一刻开始到他离开公司的那一刻结束。一般来说,人力资源部会着重处理这个过程,他们希望以最少的付出来使公司获益。这对他们来说是件好事,因为他们的目标是从每个职员身上降低公司成本。

  Unfortunately, they aren't the ones who really make a difference – managers are. People don't really work for companies; they work for a boss. To the extent that you can be a good boss, you can keep employees, keep them happy, and reduce the costs associated with employee turnover. In the process, you will make your own job easier and increase your value to the company.

  然而不幸的是,他们并不是真正能有所作为的人,经理才是。职员并不是为公司工作,而是为他的上司工作的。在这方面来说,你可以是位好上司,你能留住员工,让他们心甘情愿地为你工作,并且在降低公司成本的情况下还能让员工获利。如果你能做到这些,你可以让自己的工作更加轻松,也提升了自己在公司的价值。

  Employees are one of a company's largest expenses these days. Unlike other major capital costs (buildings, machinery, technology, etc.) human capital is highly volatile. You, as a manager, are in a key position to reduce that volatility using the condensed employee life cycle of HIAR (pronounced hire) - Hire, Inspire, Admire, Retire.

  如今,员工才是公司最大的开支。和其他资产投资不同(厂房,机器,技术等),人力资本有很高的变动性。而经理这个职位,正是利用“雇佣,激励,赏识,退休”这样的员工职业周期来降低这种高变动性的关键职位。

  Hire 雇佣

  This first step is probably the most important. It is important to hire the best people you can find. This is not a time to be cheap. The cost of replacing a bad hire far exceeds the marginal additional cost of hiring the best person in the first place.

  第一步可能是最重要的一步。尽你所能雇佣最优秀的人才。现在不是贪便宜的时候。替换一次差的雇佣,成本远远超过一次性就雇佣优秀人才所多出的边缘成本。

  1.Hire talent, not just trainable skills. Skills can be taught to a talented employee. A skilled employee can not just be given talent.

  聘请人才,而不是仅仅有熟练技能的人。人才可以学会熟练的技能,但是拥有熟练技能的员工并不一定能成为人才。

  2.Improve your interviewing skills. Often this can be as simple as knowing what questions to ask during the hiring process.

  提高你的面试技巧。通常这点可以简化为知道在面试过程中怎么提问。

  3.Make your company a place people want to come to and work for. Company culture can be a powerful recruiting tool. Make sure yours reflects the goals the company wants to achieve.

  让你的公司成为别人愿意来工作并愿意效力的地方。企业文化是强有力的招聘工具。确保你明确传达了公司要达成的目标。

  Inspire 激励

  Once you have recruited the best employees to come to work on your team, the hard part begins. You have to inspire them to perform to their capabilities. You have to challenge and motivate them. That is where you will get their best effort and their creativity that will help your organization excel.

  在你为团队招到了最优秀的员工那刻,最难的部分开始了。你需要激励他们发挥自己的潜能。你必须接受挑战,鼓励他们,让他们尽最大努力,发挥最好的创新能力, 这样,你的团队才能最优秀。

  1.Make them welcome. Make them feel like part of the team from the first day.

  让他们感受到欢迎。在他们第一天上班的时候让他们感觉到能够融入其中。

  2.Set goals for them that are hard, but can be achieved. Set S.M.A.R.T. goals.

  虽然为他们设立目标是很难的,但是也是可以完成的。为他们设立S.M.A.R.T.目标。(S:special 特殊化; M:measurable 可测量性;A:Achievable 可实现性;R:Realistic 现实性;T:Time-based 时间基础)

  3.Be a leader, not just a manager.

  做一位领导,而不仅仅是经理。


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