公司人才流失問題研究 外文參考文獻(xiàn)譯文及原文

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本科畢業(yè)設(shè)計(jì) 論文 外文參考文獻(xiàn)譯文及原文 學(xué) 院 經(jīng)濟(jì)管理學(xué)院 專 業(yè) 工商管理 年級班別 學(xué) 號 學(xué)生姓名 指導(dǎo)教師 年 月 日 目 錄 1 外文文獻(xiàn)譯文 1 2 外文文獻(xiàn)原文 8 吸引和留住人才 福雷德理 何博格著 出版在承包商工具和供應(yīng)雜志 2005 年 3 月 摘 要 吸引人才和留住人才 是企業(yè)成功的關(guān)鍵 企業(yè)最重要的資源 就是優(yōu)秀 雇員 他們不斷提升工作技能 為企業(yè)和顧客帶來更大的價(jià)值 本文論述的是 如何吸引和留住人才來保持競爭力 以及如何打造持續(xù)繁榮發(fā)展的企業(yè)環(huán)境 關(guān)鍵詞 吸引 留住 人才 環(huán)境 競爭力 1 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 這樣的人才能 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)欠佳的員工 去了解這類員工是否分配到了 不適當(dāng)?shù)墓ぷ鲘徫?明確公司有無提供具體清晰的工作要求讓員工清楚明白自 己的工作職責(zé) 如果員工的表現(xiàn)沒有達(dá)到預(yù)定的要求 企業(yè)管理者應(yīng)明確地反 饋給員工知道 大衛(wèi) 格洛斯是 Power for others it s a preliminary step into deciding if this person would be good for the company Interviewing is the pivotal part of this whole process because how else can you know if the potential employee is good unless you ask questions put them in situations and test them for their ability to think on their feet The ultimate importance of the interview is always up for debate but how it is approached seems to be trending Conducting a Successful Interview 1 Be prepared know what questions you re going to ask 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 2 Be courteous be on time put YOUR best foot forward Show potential employees that your company is a great place to work 3 Conduct the interview in a comfortable place eliminate interruptions Your office is not a good place to conduct an interview Use a conference room private break area or other room where you won t be interrupted 4 Listen attentively make eye contact get to know the applicant You can learn a great deal about a person by simply listening to what they say and how they say it Do they communicate well Are they being honest Listen and you ll know 5 Give the applicant time to ask questions about the company and the job Sell the position and the organization create goodwill This person has the potential to increase your profits Companies that approach their employees as numbers and treat them as nothing but vessels from which to get money and revenue fail at retaining their people he adds You have to be concerned about their welfare and give them flexibility when they need it says Groce If a company 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 with his mother You tell him to go to her and that vacation time can be figured out later You need to cement the relationship as a supportive force in their lives Employees satisfaction Butcher and St John conducted a survey of their own employees to find out about their job satisfaction and what they like or don t like about their job The company s financial health 66 7 percent far outpaced benefits 41 7 percent and salary 33 3 percent 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 itself was what they liked most about their job and 25 percent cited their salary as what they like least about their job I think that their citing the company s financial health as their biggest reason for satisfaction is significant says Butcher We asked them for their input and it s noted that they feel valued and appreciate the flexible working environment Of IBS s 12 employees the newest has been there four months and the longest tenure is 20 years The other 10 have been with the company for an average of nine years We ve 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 constantly We meet with each employee and appraise them two or three times a 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 they re not paid enough B Keeping employees There are three parts to employee recruiting and retention Identifying why employees leave appreciating employees financially and creating a better working environment Why do employees leave When a problem arises on the jobsite everything comes to a halt until the problem is identified and corrected Contractors rarely follow the same process when an employee leaves Employers don t have to wait until an employee leaves to begin taking preventive measures They can begin by asking themselves If I were looking for a job why would I want to work for my company Many of the underlying reasons employees leave have little to do with money They often leave because of a human factor such as management conflict broken promises or perceived lack of appreciation support or direction Still others have nothing to do with the employer such as a need to be physically closer to family Financial steps to employee stability Companies can do several things to appreciate employees financially The first is to pay market wages Associations recruitment firms and even the Internet make compensation surveys readily available Any employee worth keeping is smart enough to monitor these figures to make sure he or she is getting paid fair market value 1 Stock plans can encourage loyalty The most loyal employee is the one with ownership in the firm Corey M Rosen the executive director for the National Center for Employee Ownership states a strong stock plan can cut employee turnover in half 2 Bonuses or other performance based pay scales can instill loyalty Payment on commission has been common for salespeople for years and it s now becoming more prevalent for operations employees to earn compensation through bonuses and or commissions 3 Benefits can entice and retain workers Perks don t have to cost a great deal of money and the message they send to the employee can increase loyalty and reduce turnover A lot of companies also give incentives such as cruises vacations and the like It rewards the great employee and motivates the good employee to become great Other common incentives include reimbursement for tuition on qualified programs retirement plans child care subsidies and flexible schedules for working parents Other benefits can be weekend excursions leased vehicles memberships in professional organizations computers laptops cellular phones additional paid days off gifts and health club memberships You can be creative just make sure the employee perceives value in the benefit 4 Improving the work environment can help retain employees Most people spend more time with co workers than with their families and look to fellow workers for support encouragement and appreciation With mentoring someone is always there to answer questions on company culture responsibilities promotional opportunities and the like says Ford A lot of companies find that it s been very successful and I think it will become more popular as word travels The Center for Creative Leadership in San Diego reports that firms offering employee development good communication ethical practices and other positive human factors enjoy greater retention rates and 20 percent higher profits Here are some non financial tools some employers use to help boost retention rates 5 Develop a career plan with employees Help employees develop a career plan so they understand where they are going and why it makes sense to achieve those goals 6 Foster open dialog Sharing operating and financial information helps build trust between employer and employee It ultimately invests them with a feeling of ownership in the company and in turn a long term stake in its future 7 Listen to employees Make suggestion boxes available and offer a reward for the suggestion of the week or month 8 Build your team Provide reward programs that recognize performance and achievement Hold regular company socials to build rapport and enthusiasm Tips to attract quality employees There are several tools that can help you find employees to fill open or new positions Consider 1 Develop ongoing advertising and marketing programs targeted to potential employees 2 Use computer based recruitment 3 Network with associations suppliers owners and peers 4 Establish a program that pays employees for successful referrals 5 Be visible wherever the labor pool frequents such as at industry associations and related events 6 Visit job fairs and colleges and follow up on any leads 7 Use a specialty recruitment firm to supplement your internal hiring efforts As competition continues success will be judged more on the employer s abilities and strategies on human resource management All these point to the importance of attracting and maintaining a loyal work force and a higher retention There is a bottom line when it comes to employee retention The quality of the supervision an employee receives is critical to employee retention Surveys show that most people leave managers and supervisors more often than they leave companies or jobs It is not enough that the manager is well liked or a nice person Sure a nice likeable manager earns you some points with your employees A draconian nasty or controlling manager takes points away from your organization But a manager or supervisor who is a pro at employee retention knows that the quality of the supervision is the key factor in employee retention Effective Managers Create Employee Retention Managers who retain staff start by communicating clear expectations to the employee They share their picture of what constitutes success for the employee in both the expected deliverables from and the performance of their job These managers provide frequent feedback and make the employee feel valued When an employee completes an exchange with a manager who retains staff he or she feels empowered enabled and confident in their ability to get the job done Employee complaints about managers and supervisors center on these areas Employees leave managers who fail to 1 provide clarity about expectations 2 provide clarity about career development and earning potential 3 give regular feedback about performance 4 hold scheduled meetings and 5 provide a framework within which the employee perceives he can succeed What if a Manager Fails at Employee Retention If a manager fails at employee retention the chances are good that the manager has been unable or unwilling to develop their ability to manage and value people across the board Managers who exhibit a pattern in which their key employees leave your organization cannot retain their management role If they choose to stay however they must commit to being effective contributing employees If the manager cannot make this leap you will need to let the manager go before their negativity impacts the rest of your workplace Given the retention tips mentioned in previous parts most managers will be able to become managers who retain their best employees Your investment in your managers can fuel your organization s ongoing success After all it is the quality of the people you employ and retain that is the heart of your business success 經(jīng)典婚慶主持詞 炮竹聲聲賀新婚 歡聲笑語迎嘉賓 尊敬各位來賓 各位領(lǐng)導(dǎo) 各位親朋好友 先生們 女士們 活潑可愛的小朋友們 大家好 好歌好語好季節(jié) 好人好夢好姻緣 來賓們今天是公元 年 月 日 農(nóng)歷六月初八 是良辰吉日 在這大吉大利吉祥喜慶 的日子里 我們懷著十二分的真誠的祝福相聚在 酒樓一樓婚宴大廳共同慶賀 先生與 小姐新婚典禮 首先我們給予掌聲的恭喜 大家都知道結(jié)婚是人生中的一件大事 而婚禮 更是人生中最幸福神圣的時(shí)刻 尤其婚禮上浪漫溫馨高雅別致的婚禮儀式以及親朋好友的良 好祝愿會給新人一生永遠(yuǎn)帶來最美好的回憶 各位親朋好友 我是本次婚禮慶典的主持人 今 天我十分榮幸地接受新郎新娘的重托 步入這神圣而莊重的婚禮殿堂為新郎 新娘 的 婚禮擔(dān)任司儀之職 讓我們在這里共同見證一對新人人生中最幸福神圣美好的一刻 真是 百鳥朝鳳鳳求凰 龍鳳呈祥喜洋洋 讓我們用掌聲祝賀他們祝福新人 鳳凰展翅迎朝暉 恩愛鴛鴦比翼飛 攜手同步知心人 共創(chuàng)宏圖獻(xiàn)真情 郎才女貌天作美 洞房花燭喜成雙 在神圣的婚禮進(jìn)行曲中一對新人手挽手 肩并肩緩緩步入婚禮大廳 臉上充滿了無比幸 福的笑容讓我們用掌聲與鮮花給予一對新人最誠摯的祝福 婚姻是人生大事 結(jié)婚典禮對青 年男女來說是一生中最重要的時(shí)刻 你也笑 我也笑 親朋好友齊來到 天也新 地也新 眾星捧月迎新人 新郎新娘臺上站 甜蜜感覺涌心間 風(fēng)風(fēng)雨雨?duì)渴诌^ 今天喜結(jié)美姻緣 親朋好友齊相聚 歡歡喜喜來賀喜 天仙配 幸福的生活比蜜甜 在這個(gè)激動人心的美好時(shí)刻 作為婚慶司儀 首先請?jiān)试S我代表新郎新娘以及新郎新娘 的雙方家長 對今天百忙當(dāng)中來參加婚禮的各位來賓 各位親朋好友的光臨表示最誠摯的謝 意和熱烈的歡迎 謝謝大家 歡迎你們 婚禮對每一個(gè)新婚的人而言 都是神圣 浪漫 唯美和經(jīng)典的 隨著神圣的婚禮進(jìn)行曲奏 響 英俊的新郎和美麗的新娘在掌聲與祝福聲中 緩緩的步上紅地毯 那是萬眾矚目的一瞬 那是夢寐以求的一瞬 那是凝結(jié)愛的萬語千言的一瞬 那是最激動人心的一瞬 一同迷醉在塵 世間最美妙的氣氛里 愛情是古老而年輕的話題 也是不朽的人生主題 許多人已經(jīng)擁有 更多人正在追求 今 天這兩位新人從有過初戀時(shí) 月上柳梢頭 人約黃昏后 的熱烈心跳 到也有熱戀中 冷落清秋 傷別離的難舍難分 經(jīng)歷了 似水柔情 如夢佳期 的苦苦期盼 品嘗過 相知不渝 永結(jié)金蘭 的浪漫溫馨 終于迎來這攜手共赴紅地毯的幸福時(shí)刻 啊 美麗的新娘 這一刻 整個(gè)世界因你 而多姿多采 英俊蕭灑的新郎 這一刻 整個(gè)宇宙而為你祝福 祝福你們在這鮮花綻開的時(shí)候 祝福你們在這神圣莊重的幸福時(shí)刻 首先由我介紹一下二位新人 站在我身邊這位英俊瀟灑的男子就是我們今天的新郎官 先生 掌聲恭喜 新郎不僅風(fēng)度翩翩 氣質(zhì)不凡 而且忠厚誠實(shí)為人和善 是一位才華出眾 的好青年 大家往我們新郎身上看 新郎今天是新洗的臉 新刷的牙 新刮的胡子 新理的發(fā) 新襯衣 新領(lǐng)帶 新買的皮鞋腳下踩 新背心 新西服 里邊還穿了一條新內(nèi)褲 新郎渾身上下 全是新 新郎心情喜盈盈 大家給點(diǎn)掌聲 旁邊這位美麗迷人漂亮溫柔的女子 就是我們今天 的新娘子 小姐 掌聲恭喜 介紹新娘 大家看我們的新娘人家眉毛好 眼睛好 鼻子好 嘴 巴好 耳朵好 臉蛋好 最關(guān)鍵還是人家心眼好 溫馨小姐溫文而雅 賢惠大方 青春高潔 性情 端莊 誠實(shí)可靠 心地善良 遇事豁達(dá) 外柔內(nèi)剛 新郎你真有眼光 新娘不僅溫柔體貼 漂亮可 愛而且手巧能干 心靈純潔 是一位可愛的好姑娘 二位新人的結(jié)合我可以用八個(gè)字來形容在 合適不過那就是珠聯(lián)壁合 佳偶天成 或郎才女貌 天生一對 大家一起說是不是 各位嘉賓 各位朋友 二位新人經(jīng)過甜蜜的戀愛 耐心的等待 終于在法律的保護(hù)下正式結(jié)為幸福伴侶 茫茫人海 蕓蕓眾生中 讓我們?yōu)樾腋５膽偃似鹞?為快樂的愛侶歌唱 為火熱的愛情 舉杯 愿他們的人生之路永遠(yuǎn)灑滿愛的陽光 好 各位來賓 親愛的朋友們 今天的新婚 慶典議式就暫時(shí)告一個(gè)段落 那么 接下來咱們要進(jìn)行的是喝喜酒大賽 今天咱們的老東 家準(zhǔn)備了一些薄酒淡菜不呈敬意 那么在開局之前呢送我們在座的所有來賓一副對聯(lián) 上 聯(lián)是 吃 吃盡天下美味不要浪費(fèi) 下聯(lián)是 喝 喝盡人間美酒不要喝醉 橫批是趙本山 的一句至理名言 吃好喝好 那么最后呢也祝愿我們在場的所有來賓所有的朋友們家庭幸 福 生活美滿 身體健康 萬事如意 經(jīng)典婚慶主持詞 炮竹聲聲賀新婚 歡聲笑語迎嘉賓 尊敬各位來賓 各位領(lǐng)導(dǎo) 各位親朋好友 先生們 女士們 活潑可愛的小朋友們 大家好 好歌好語好季節(jié) 好人好夢好姻緣 來賓們今天是公元 年 月 日 農(nóng)歷六月初八 是良辰吉日 在這大吉大利吉祥喜慶 的日子里 我們懷著十二分的真誠的祝福相聚在 酒樓一樓婚宴大廳共同慶賀 先生與 小姐新婚典禮 首先我們給予掌聲的恭喜 大家都知道結(jié)婚是人生中的一件大事 而婚禮 更是人生中最幸福神圣的時(shí)刻 尤其婚禮上浪漫溫馨高雅別致的婚禮儀式以及親朋好友的良 好祝愿會給新人一生永遠(yuǎn)帶來最美好的回憶 各位親朋好友 我是本次婚禮慶典的主持人 今 天我十分榮幸地接受新郎新娘的重托 步入這神圣而莊重的婚禮殿堂為新郎 新娘 的 婚禮擔(dān)任司儀之職 讓我們在這里共同見證一對新人人生中最幸福神圣美好的一刻 真是 百鳥朝鳳鳳求凰 龍鳳呈祥喜洋洋 讓我們用掌聲祝賀他們祝福新人 鳳凰展翅迎朝暉 恩愛鴛鴦比翼飛 攜手同步知心人 共創(chuàng)宏圖獻(xiàn)真情 郎才女貌天作美 洞房花燭喜成雙 在神圣的婚禮進(jìn)行曲中一對新人手挽手 肩并肩緩緩步入婚禮大廳 臉上充滿了無比幸 福的笑容讓我們用掌聲與鮮花給予一對新人最誠摯的祝福 婚姻是人生大事 結(jié)婚典禮對青 年男女來說是一生中最重要的時(shí)刻 你也笑 我也笑 親朋好友齊來到 天也新 地也新 眾星捧月迎新人 新郎新娘臺上站 甜蜜感覺涌心間 風(fēng)風(fēng)雨雨?duì)渴诌^ 今天喜結(jié)美姻緣 親朋好友齊相聚 歡歡喜喜來賀喜 天仙配 幸福的生活比蜜甜 在這個(gè)激動人心的美好時(shí)刻 作為婚慶司儀 首先請?jiān)试S我代表新郎新娘以及新郎新娘 的雙方家長 對今天百忙當(dāng)中來參加婚禮的各位來賓 各位親朋好友的光臨表示最誠摯的謝 意和熱烈的歡迎 謝謝大家 歡迎你們 婚禮對每一個(gè)新婚的人而言 都是神圣 浪漫 唯美和經(jīng)典的 隨著神圣的婚禮進(jìn)行曲奏 響 英俊的新郎和美麗的新娘在掌聲與祝福聲中 緩緩的步上紅地毯 那是萬眾矚目的一瞬 那是夢寐以求的一瞬 那是凝結(jié)愛的萬語千言的一瞬 那是最激動人心的一瞬 一同迷醉在塵 世間最美妙的氣氛里 愛情是古老而年輕的話題 也是不朽的人生主題 許多人已經(jīng)擁有 更多人正在追求 今 天這兩位新人從有過初戀時(shí) 月上柳梢頭 人約黃昏后 的熱烈心跳 到也有熱戀中 冷落清秋 傷別離的難舍難分 經(jīng)歷了 似水柔情 如夢佳期 的苦苦期盼 品嘗過 相知不渝 永結(jié)金蘭 的浪漫溫馨 終于迎來這攜手共赴紅地毯的幸福時(shí)刻 啊 美麗的新娘 這一刻 整個(gè)世界因你 而多姿多采 英俊蕭灑的新郎 這一刻 整個(gè)宇宙而為你祝福 祝福你們在這鮮花綻開的時(shí)候 祝福你們在這神圣莊重的幸福時(shí)刻 首先由我介紹一下二位新人 站在我身邊這位英俊瀟灑的男子就是我們今天的新郎官 先生 掌聲恭喜 新郎不僅風(fēng)度翩翩 氣質(zhì)不凡 而且忠厚誠實(shí)為人和善 是一位才華出眾 的好青年 大家往我們新郎身上看 新郎今天是新洗的臉 新刷的牙 新刮的胡子 新理的發(fā) 新襯衣 新領(lǐng)帶 新買的皮鞋腳下踩 新背心 新西服 里邊還穿了一條新內(nèi)褲 新郎渾身上下 全是新 新郎心情喜盈盈 大家給點(diǎn)掌聲 旁邊這位美麗迷人漂亮溫柔的女子 就是我們今天 的新娘子 小姐 掌聲恭喜 介紹新娘 大家看我們的新娘人家眉毛好 眼睛好 鼻子好 嘴 巴好 耳朵好 臉蛋好 最關(guān)鍵還是人家心眼好 溫馨小姐溫文而雅 賢惠大方 青春高潔 性情 端莊 誠實(shí)可靠 心地善良 遇事豁達(dá) 外柔內(nèi)剛 新郎你真有眼光 新娘不僅溫柔體貼 漂亮可 愛而且手巧能干 心靈純潔 是一位可愛的好姑娘 二位新人的結(jié)合我可以用八個(gè)字來形容在 合適不過那就是珠聯(lián)壁合 佳偶天成 或郎才女貌 天生一對 大家一起說是不是 各位嘉賓 各位朋友 二位新人經(jīng)過甜蜜的戀愛 耐心的等待 終于在法律的保護(hù)下正式結(jié)為幸福伴侶 茫茫人海 蕓蕓眾生中 讓我們?yōu)樾腋５膽偃似鹞?為快樂的愛侶歌唱 為火熱的愛情 舉杯 愿他們的人生之路永遠(yuǎn)灑滿愛的陽光 好 各位來賓 親愛的朋友們 今天的新婚 慶典議式就暫時(shí)告一個(gè)段落 那么 接下來咱們要進(jìn)行的是喝喜酒大賽 今天咱們的老東 家準(zhǔn)備了一些薄酒淡菜不呈敬意 那么在開局之前呢送我們在座的所有來賓一副對聯(lián) 上 聯(lián)是 吃 吃盡天下美味不要浪費(fèi) 下聯(lián)是 喝 喝盡人間美酒不要喝醉 橫批是趙本山 的一句至理名言 吃好喝好 那么最后呢也祝愿我們在場的所有來賓所有的朋友們家庭幸 福 生活美滿 身體健康 萬事如意