人力资源业毕业之外文文献原稿译文

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原

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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

busi

nesses.

It's

management’s

job

to

create

the

environment

that

enables employees to feel satisfied on a consistent basis.

are brought on to

do a specific task, and a

good employee

knows

where they're at, and where they're going,

Management Recruiters, one of the largest search firms in the country.

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.

employees

are

attracted

by

advantageous

aspects

other

than

strictly

compensation, something more than a number,

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.

trait that is very important and quite rare,

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.

good

employee

has

a

positive

attitude,

is

trainable,

has

a

reputable

track

record, and works well with others,

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

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

begi

n

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: