1、 外文翻译 原文 Managing staff-turnover Material Source:International Journal of Management Dec 2009， Vol26 Issue 3， p250-255； Author:Clark, R The service organization which possesses 5000 employees, recently faced with problems of poor matching of new staffs to their jobs and so as to rising level of empl
2、oyee turnover. As the HR executive of this corporation, how to cope with these potential problems? And how to deal with the time frame that achieving the objective in the unfavorable business environment? The writer states these issues from the aspects of company recruitment, selection and staff tur
3、nover functions respectively. First one thing, the poor matching result of the new employees may come from the unfavorable recruitment of new staffs. Therefore, what factors probably influenced recruiting quality? How to deal with them? The writer explained these issues from the following points. Fi
4、rst, Barber ( cited in De Cieri and the possibility that those applying will accept positions the company offered (Breaugh, cited in De Cieri (b) Higher pay strategies; (c) image advertisement; and (d) other new recruiting strategies. And for the service company, the problem is the poor matching of
5、job to the new employees, so it must face some problems of external recruitment rather than internal one. Further, the second policy could be the most effective and efficient way to attract potential employees in short-term (De Cieri and Kramar 2008), but owing to the uncertainties of the organizati
6、ons business environment, this strategy may hardly be adopted during this period. In addition, the image advertising also play a crucial role to absorb new people through improving organizations reputation or image by advertisement. And the content of the advertisement could not only limited to how
7、good our services are!, but also could show the organizations other merits like, donation for charity, environmental-friendly operations and the corporate social responsibility it have taken etc (Wilkinson 2007). These all could enhance its corporate image in the society from another different point
8、 of view. Particularly for the company of this topic, different media could be applied according to its different operating and economic condition. For instance, the posting advertisement paper would relatively cost less than others, so it is better for this service organization to use this strategy
9、 when economic outlook is challenging. Finally, there would be more emerging recruiting strategies like job customizations, alumni groups which maintained by the company in order to keep contact with previous staffs in case they may return back in future (De Cieri and Kramar 2008). Those strategies
10、which just have been stated by the author would probably all contribute to high quality of staff recruitment, and the high quality could also give rise to better matching results and so as to further deduce the staff turnover level. In addition, the sources from which an organization recruits staffs
11、 are a vital aspect of its overall recruitment program as well. Because of the infinite quantity of labor and its diversity, it is crucial for recruiters to focus merely on the sources which they desired, and further contribute to the decrease in cost and timeframe of recruitment (De Cieri and Krama
12、r 2008). On the other hand, the service companys matching and staff turnover problems may be attributable to the irreverent and ineffective sources which selected by the company. So it is better to discuss that which type of sources is most suitable and feasible for this service company. On the othe
13、r hand, the HR manager also serves an essential role in recruiting. The searches showed that when recruiter describes a vacancy very positively or goes too far to be realistic job preview(De Cieri and Kramar 2008, p.273), the candidate can be misled lured and further lead to a serious case of unmet
14、expectations and a high job-turnover rate. So it is also crucial for HR managers themselves to improve their own personalities such as realism, warmth and informative ness to better perform the role of HR executive (De Cieri and Kramar 2008). After the discussions and analysis of recruitment, it is
15、now going to make a further discussion on the aspect of selection (De Cieri and Kramar 2008). Any organization, especially for Service Company, which intends to compete by people, must take the utmost care with how it selects employees (Robert and Seward 2000). Specifically, selection is the process
16、 of choosing candidates from those who most likely to succeed in the jobs available (Robert and Seward 2000). It should be noticed that the procedures of selection, while produced primarily to meet the requirements of the organization, should also meet the needs of the candidates. Only by considerin
17、g both sides is it possible to have confidence that candidates chose for vacancies would accept the offers made to them and remain with the corporate for an acceptable period of time (Robert and Seward 2000). Therefore a carefully conducted selection procedure is extremely necessary to ensure that t
18、he best applicants are selected for any vacant position (Robert and Seward 2000). Particularly for this case of service organization, every facets of selecting process may need to be considered or further perfected in order to find and match the most suitable person to the appropriate job. Initially
19、, the application forms is usually an effective mean to collect relatively accurate, complete and historical data from a candidate, and recruiters then based on the information collected to evaluate and determine which one would come to the next step of selection(Robert and Seward 2000). So in this
20、way, it is absolutely critical for a company to make its application form effectively and sufficiently. Especially for this service company, various questions could be set to get candidates general information. For example, substantive information- sex, character, experience, education, major, etc;
21、progress- in the form of a job history; stability-in the form of previous work record; loyalty and integrity - like Woolworth, ALDI, KFC etc, there are often a huge numbers of multiple choice questions; and other information like criminal record, disability, health etc (Robert and Seward 2000). More
22、over, in order to guarantee the realism and reliability of the information, necessary certificates may need candidates to supply. Next, after the evaluation of application forms, there would be a number of candidates meet the requirements and come to the next step. The next step should be the interv
23、iew. And there are a couple types of interviews available these days. For instance, telephone interview, video interview and the face to face interview (Robert and Seward 2000). The telephone interview may be the most convenient and efficient one, but on the other hand, there is no eye contact and t
24、here is a chance for applicants to answer questions relying upon the materials they already prepared. Therefore, the telephone one may be not sufficient enough. Further, the video interview may also very convenient and efficient and sufficient as well, but for the applicants who have no access to in
25、ternet and any other kinds of video set, there would be a big disadvantage for this mean. So in comparison with the former two, the face to face interview could be the most popular and common one, but it may be not convenient for the interviewer which needs to travel a long way to the interview plac
26、e (Robert and Seward 2000). The organization could select different means according to the different situation. Moreover, the most crucial part should be interview questions. And the examiner could set up various types of questions to evaluate the examinees quality and ability. For instance, to exam
27、ine the applicants integrity and loyalty, the questions could be set like, what is your past work experiences? Why do you want to leave your present job? What is your present boss like? (Red Gold Fish Co.,Ltd 2010 ). Are you willing to put the interests of the organization ahead of your own? Tell me
28、 about a problem you had with a supervisor (Jobs Assist and Vyom World 2010). Further, to evaluate candidates confidential matter, the questions like, Could you have done better in your last job? Looking back, what would you do differently in your life? . Moreover, other tests like cognitive ability
29、 tests- to evaluate a persons capacity to understand and use written and spoken language; personality tests which include of extroversion, adjustment, agreeableness, responsibility, inquisitiveness tests; those tests are also fairly essential for an organization to examine its candidates. What is mo
30、re, the work-sample tests (De Cieri and Kramar 2008, p.290) are also applicable when it is necessary, but it is relatively cost much and takes a lot of time. Last but not least, when the organization is labor intensive type, the following tests such as: muscular power, muscular endurance, cardiovasc
31、ular endurance, flexibility, balance tests are absolutely necessary as well (Hogan, cited in De Cieri disability insurance and life insurance; health insurance programs; paid time-off and flexible work schedules and accommodation and enhancement benefits. On the other hand, for average staffs, the r
32、etirement plans, life or health insurance may be attractive, but for talented people, they may more concern about if the organization could provide them a broad development environment. For instance, Google successfully recruited and retained talents through its 20 per cent time project- employees h
33、ave 20 per cent personal time a week to do the projects which they are interested in (De Cieri and Kramar 2008). This project supplied the talent with a quite tolerant developing environment, and work itself becomes a critical attraction and retention force and driver of innovation and motivation (D
34、e Cieri (二 )较高的薪水策略 ;(三 )形象广告 ;(四 )其他新的招聘策略。对于这家公司来说，他的新员工匹配率低，所以它要面对的是一些外部招聘以外的问题。此外 ,第二政策可能会最有效、最有效的方法来吸引潜在的雇员在短期 (德 Cieri 和 Kramar 2008),但由于组织的不确定性的商业环境下 ,这种策略可能几乎被采用在这个时期。此外 ,形象广告也起着至关重要的作用吸收新人们通过改进组织的名声或形象广告。 ,含量不仅限于广告可能的我们的服务是多好 !” ,但 也能给该组织的其他优点为慈善事业 ,捐赠喜欢、环保行动和企业社会责任它已经威尔金森等 (2007)。这些都可以巩固企业
35、形象在社会从另一个不同的观点。尤其对这个话题 ,公司可以应用不同的媒体根据其不同的操作和经济条件。例如 ,张贴广告方面比其他相对花费更少 ,所以还是为这一服务时使用这个策略组织经济前景是有挑战性的。最后 ,还会有更多的新兴招聘策略应像约伯设定 ,“校友保持团体”由公司为了保持与以前的员工以免今后回来 ,Cieri(德Kramar 2008)。这些战略这正是由作者阐述可能之人员招聘、高质量和高品质的同样可以提高好的配准结果 ,从而进一步推导出员工流失的水平。 此外 ,从一写组织了解各种招聘信息也是整体招聘计划的一个至关重要部分。由于无限数量的劳动和多样化 ,但是十分关键的焦点仅因其来源他们希望
36、,并进一步有助于降低成本和时间的招聘 (Cieri 和 Kramar 2008)。另一方面 ,服务公司的匹配和员工流失问题可以归因于谦恭的来源和无效选的公司。所以还是继续讨论哪一类型的来源和可行的是最适合这个服务公司。 一方面 ,人力资源经理 ,也可以是至关重要的招募。查寻过程表明 ,当空缺招聘人员描述了一种非常正面的影响 ,也不太快了而不能的现实工作预览的 (德Cieri 和 Kramar 2008 年 ,p.273),而该候选人被诱拐并进一步导致情节严重者得不到满足的期望和高人才流失率。因此它也至关重要的为 HR 经理自己提高自己的人物 ,如现实主义、温暖和信息化带动更好地发挥的作用 ,企
37、业的高层人力资源管理人员 (德 Cieri Kramar 2008)。 再经过对招聘活动讨论和分析后，接下来要做进一步的探讨。任何组织 ,尤其是服务公司，必须采取最关心它如何选择员工 (罗伯特和西 2000)。具体地说 ,选择候选人的过程因从那些最有可能成功的现有的职位开始，值得关注的是 ,选择程序 ,而主要生产符合要求的组织、也要满足需求了候选人。只能在考虑双方都是可以选择的候选人有信心空缺将接受提议并保持这些公司以可接受的时间内进行 (罗伯特和西 2000)。因此选拔程序进行了仔细的极有必要确保最佳的申请人选定为任何空缺职位。特别是在这种场合下的服务组织 ,每个层面的选择过程可能需要被考虑
38、或进一步完善为了找到并比赛最合适的人选到适当的工作。 一开始 ,他们的申请表格通常是一个有效的意思是收集比较准确、 完整和历史数据从一个竞选者和用人单位在此基础上 ,根据收集的资料 ,以评估和确定哪些人会来中国下一步的选择 (罗伯特和西 2000)。所以在这个方式 ,它是至关重要的一个公司要使其申请表格 ,并有足够的有效。特别是在这样一个服务公司 ,各式各样的问题可能会得到候选人的一般信息。例如 ,真实的信息 性别、性格、经验、教育专业 ,等 ;进步 的形式 ,一工作经历 ;stability-in 前期工作的形式纪录 ;忠诚和完整性 ,伍尔沃斯 就像 ALDI、肯德基等 ,经常有一个巨大的数
39、量的选择题 ,其他信息 ,如犯罪记录、残疾、健康等 (罗伯特和 西 2000)。此外 ,为了保证现实主义和可靠性的信息 ,必要的单证可能需要候选人供给。 其次 ,在评价的应用形式后，会有一些候选人符合要求 ,来到下一步。下一步应当是面试。也有一些新人类型的采访可用的这些日子。例如 ,电话面试、视频面试和进行面对面访谈 (罗伯特和西 2000)。接受电话采访时可能是最方便、有效 ,但另一方面 ,没有目光接触 ,这是一个很好的机会申请人依赖回答问题已经准备的材料。另外 ,视频面试可能也很方便、高效、足够的 ,但对当事人 ,无法获得网络和其他类型的视频 ,这将会变成一个巨大的劣势 ,这个的意思。所以在比较与前两个 ,进行面对面访谈可能是最流行、普遍的理由 ,但也可能不方便面试官需要旅行很长一段路要面试地点。
