--
外文文献原稿和翻译
原 稿
Ａｔｔract and kｅep good ｅmｐloyeｅｓ
Introducｔiｏn
Atｔractiｎg and reｔainiｎg ｇreat ｓｔaff iｓ ｔhe key for businｅｓｓ sucｃess． Taｌented ｐｅｏple wｈｏ ｃontinue ｔo deveｌop skiｌls ａｎｄ increａse thｅiｒ vaｌue to thｅir organｉzation and to their customers are a cｏmｐany’s most important reｓｏurｃe. Tｈｅ essay iｓ on how to attｒact aｎd ｒetain ｔheｓe peｏple and creatｅ an environment in whｉch tｈey ｒeｍａｉn comｐetｉtｉve ａｎd cｏntiｎue tｏ thｒive.
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.
Ｄefinition oｆ gｏod emplｏyees
Ａ ｐroductivｅ eｍployee is a sａｔｉsｆiｅd empｌoyeｅ． Pｒodｕｃtｉve， sａtiｓfieｄ employeｅs creａte successfｕl busｉnesses. Ｉｔ＇s manageｍeｎt’s job tｏ creatｅ the enviｒonmeｎｔ that eｎablｅs emplｏyees tｏ feel ｓaｔｉsfied on ａ coｎsistenｔ baｓis．
\ｍployees aｒe brougｈt ｏn to do a speｃiｆｉｃ tａｓk, and a gｏｏd
--
--
emｐloｙee ｋｎowｓ wherｅ ｔhey＇re ａt, ａnd wheｒｅ thｅy'rｅ ｇoｉng,＂ ｓays Dustin Forｄ, aｎ aｃcｏunt exｅcuｔive aｔ Managemeｎt Recruiteｒs, oｎe of ｔhｅ larｇｅst search fｉrms in the country. \ｐｌoyeｒｓ, of coｕrｓe, are looking ａt, how ｃaｎ this empｌoyｅｅ eithｅr makｅ moｎey oｒ saｖe mｏney?\
Ford sｐｅｃｉalizes in fiｎdinｇ ａnd ｐlaciｎg peｏpｌe iｎ thｅ inｄuｓtrial ｓales ｓeｃtoｒ. Ｈｅ ｗｏrkeｄ fｏｒ Mｏtion Ｉnｄuｓtrｉｅs priｏr ｔo ｔhiｓ pｏsiｔion, and has been recruitinｇ for fｉvｅ ｙearｓ．
\ｏoｄ ｅmｐloyees are aｔｔraｃted by ａｄvaｎｔaｇｅoｕs aspｅcｔs otｈer ｔhａn strictly ｃompensatioｎ， ｓoｍethiｎｇ morｅ thａn a number,\ａys. \Ｔｏdaｙ， ｔhｅy'ｒe looking foｒ ａ carｅｅr packａgｅ, inclｕdｉng a ｃｏmfｏrtaｂｌｅ comｐany culｔure, career ｐａｔh， ｄiversitｙ of responsibiliｔｉeｓ, ａnd ａ ｗorｋ/ｌife ｂａlａｎcｅ. That balance is becoｍinｇ incｒeaｓｉngly morｅ ｐopuｌar. A comｐany cａn gｉvｅ it all to an emｐloyｅe, buｔ they ｓtｉll waｎｔ to have ａ ｌife to spｅｎd tｉmｅ with their spousｅｓ ａnd kiｄs．＂
Daｖｉｄ Ｇroce ｉｓ an aｃcounｔ maｎagｅｒ at Power & Cｏｎｔrols Autoｍation, an aｕｔomａtioｎ ｐrodｕcts diｓtｒｉｂutor in Norcross, Gａ. The ｃompany is thｅ master dｉstribuｔoｒ for Siemens Eｎergｙ aｎd Autoｍatiｏn in Ｆｌoriｄa and Georgiａ．
\good eｍplｏyee features loyaltｙ, cｏmmｉtｍeｎｔ, creａtivｉtｙ， and ａｔｔｅntion to detａiｌ, a trａｉｔ tｈat is very impoｒtant and quiｔe raｒe，\sａｙs Ｇroce． \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.
--
--
Derek Butcｈer and his sｉstｅr， Michelle Ｓｔ． Joｈｎ, aｒe ｔｈe ｏpｅrａtioｎs mａnaｇer anｄ vｉce prｅsident ｏf mａrｋeting, rｅspｅｃtiveｌｙ, foｒ tｈｅｉr family ｂuｓiｎeｓｓ, IBS, Ｉnc．, a genｅral-ｌine dｉstｒibutor ｉｎ Auburn, Wasｈ. IBS selｌｓ cuttｉng ｔooｌs, abrａsｉｖes, ｅlecｔrｉcａl coｍponents and fittｉngs， among othｅr ｐroｄucts, to ＭＲO custｏｍｅrｓ in seveｒａl inｄustries．
\Ａ goｏｄ eｍｐloｙeｅ hａs a positｉve ａttitude, ｉｓ tｒａinabｌe， has ａ reｐutａbｌe traｃk rｅcord, and works ｗeｌｌ wiｔｈ others，\ says St. John. \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.\
Iｍｐrovｉｎｇ qualiｔy of emplｏyｅes
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, yoｕ ｎeed 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 is nｏt meetｉnｇ expｅctatｉonｓ.
Keeping ｅmployees
Tｈere are thｒeｅ parts tｏ employee recｒuiting anｄ retｅｎtｉon: Iｄentifying why emｐloｙeeｓ ｌeａve； apprｅciating empｌｏyeｅｓ fｉnａｎ
--
--
ｃially; 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．
Employment ｍay be ｔhrｏｕｇｈ tｈe followｉng ｗaｙｓ to inｓpｉre and ｒｅtaｉn eｍpｌoyeｅs:
1, pay cｏmpｅnsatioｎ iｎ line with the mａrkｅt lｅvｅl． Inveｓｔiｇatｉon on waｇｅs cａn ｂe ｆrom thｅ ｒｅlｅvant instｉｔuｔioｎs, recruitmeｎｔ firｍ, ｅｖen Internet acceｓs. Ａｎy worth ｔo retain sｔaff is ｓmart enough ｔo ｋnow hiｓ salａry is in line ｗｉｔh ｔhe maｒkｅt.
2， shaｒeholding ｓystem ｃaｎ iｎspirｅ staｆｆ ｔo incrｅase loyａｌｔｙ to tｈe eｎteｒpriｓe. Thｅ most ｌoyaｌ ｅmplｏyeｅｓ, shaｒes wortｈ haviｎｇ pａrtｓ of tｈe enterprｉsｅ. Eｘperts beｌieve thａt tｈe sｙsｔｅm can redｕce hａlf the ｔalｅnt tｕｒnover.
3， boｎuses aｎd oｔher peｒformance iｎcentｉve ｍeａｓuｒｅs tｏ sｔａbｉliｚe stａｆf lｏｙaｌty tｏ the enterｐrisｅ． For maｎｙ ｙeaｒｓ a ｓａlesman commissｉon sｍoｋinｇ ｉs ｖｅry ｃomｍon， ａｎd now iｔ can ａｌso be used as a reｆerｅnce ａppｌｉｅｄ to other types of emplｏyeｅs．
--
--
Ｉnｔerestｓ can attracｔ anｄ retａｉｎ eｍｐｌoyｅｅｓ， ｂut just the riｇht ａmoｕnt of encouｒagemenｔ aｎd pｒaｉｓe you don＇ｔ ｎeeｄ ｔｏ spenｄ a lot of monｅy, alsｏ can convey the positive informａｔiｏn ｔo emplｏyｅｅs, ａnd ｉncrease ｉtｓ lｏｙａlty, reｄuce turｎｏveｒ ｒate． Ｏther comｍonｌy usｅd inｃenｔives including ｒeimbursemｅnt ｃharｇes alsｏ ｇiｖe emploｙees ｌｅaｒninｇ pｒogｒam, ｒｅtireｍenｔ beneｆits, cｈilｄcａre ｓubsｉdieｓ, as well as the dｕal-ｅarner couplｅｓ ｆoｒ fleｘibｌe ｗoｒｋing time ａrｒａngｅmenｔ． Tｈere aｒe sｏｍe prｅferentiａl organizaｔion short ｗeekend traｖel, for examｐle, to prｏｖiｄｅ cａｒ rentａl, pｒeferentiａｌ dealｓ wiｔh prｏfｅssional body membeｒship caｒd, equｉpped wiｔh a desｋtop oｒ ｌaｐtop, equiｐpｅｄ with moｂiｌｅ pｈonｅｓ， ａdditｉoｎal paid leａve, giftｓ, giｆｔｓ healｔh fiｔness cｅntｅr memberｓｈｉp ｃａrｄ, etc. Compａniｅs in thiｓ aｒｅa can be creaｔive， just makｅ sｕｒe emｐloyｅeｓ reaｌize ｔhe valuｅ oｆ tｈｅｓe ｐreferentiａl benefits.
译文
介绍
吸引人才和留住人才,是企业成功的关键。企业最重要的资源，就是优秀雇员,他们不断提升工作技能，为企业和顾客带来更大的价值。本文论述的是如何吸引和留住人才来保持竞争力,以及如何打造持续繁荣发展的企业环境。
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。这样的人才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员工，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明白自己的工
--
人力资源业毕业之外文文献原稿译文
