1、外文翻译 原文 Analysis of the brain drain phenomenon Source： Reprinted Hits.2007 Author： Ominous Brain drain phenomenon along with the tide of the market economy there, the more his speech with a strong trend. Brain drain is every company have been trying to solve but also to solve the problems. Knowledge
2、able people have made to prevent the brain drain alone enterprise sector management has failed, They must rise to the height of organizational strategies to treat this issue seriously, This is the only way to the brain drain due to the risk arising from reduced to a minimum. Great harm to the brain
3、drain, the pernicious influence of endless, especially when enterprises luminary leave, and the result would be one of the enterprises LAB sluggish even collapsed. Which, to a low water flow is the law, as well as the loss of every one of the motto, The market economy will give them a permit, only i
4、n the market economy, improve relevant mechanism can really curb the brain drain. Brain drain and the source of the status of human resources are mobile resources and the market is an open market, a brain drain is inevitable. Beijing University research center personnel, executive deputy director of
5、 the original mine, brain drain is because the allocation of human resources personnel do not have them on a correct understanding The lack of a whole community forming of the personnel system. Not perfect personnel system was not sustainable personnel distribution. Generally speaking, our rules of
6、the market multiple talents is causing instability in a very important reason, In addition to the multiplicity of legal understanding of the brain drain is also an important factor. Capital Economic and Trade University Dean of the School of Labor and Economics, Yang Heqing put the brain drain to fo
7、ur categories of analysis, he said, First, Chinas domestic talents to the foreign talent drain; two state-owned enterprises is lost to other enterprises; 3 west to the eastern talent drain; four are sunset industries to sunrise industries lost. Causing a brain drain due to a 5:00, the first is the s
8、carcity of talent. The second is caused by the market economy. Third, the talents of fame activities. Fourth is the industry of a different nature. Fifth is the corporate culture behind this. In the years of human resources management in China Architectural Design and Research Institute of Human Res
9、ources Officer Zou Xianghai about a deep brain drain feelings, he said that 92 of our 93 units brain drain most serious period, when the construction market is not standardized, some people go and some going abroad. We courtyard in the 1980s when a large number of people, about 100 people, but later
10、 returned only some 10 people, serious impact on the companys rapid development. The general trend now is the personnel of state-owned enterprises to private enterprises and foreign enterprises flows. At present, domestic enterprises are less and less protection clause, 23,000 coming in more and mor
11、e state-owned enterprises and foreign invested enterprises, the its strength is a big gap between, some 23,000 people have become the first choice. Talking about the state-owned enterprises because of the brain drain Xianghai Zou said, I think the mechanism of state-owned enterprises and institution
12、s were relatively backward in the case. Although efforts to improve, but reform is not a one day to complete and require a certain amount of time. Chinese Peoples University School of labor Dr. Wei - Guo Yang, a brain drain and the flow of talented people can not be lumped together. Speaking to a bu
13、siness and do not want to go to the people who called, wants to follow the flow of people called. Now enterprises have such a brain drain situations. First, the loss of individual talent and organizational brain drain. Second, the larger environment from the impact of the brain drain. Third, new ind
14、ustries than the traditional industries wastage rate larger. Fourth, the development zone developed over backward areas wastage rate. The brain drain is very complex, generally speaking the demand is not met due. Students seeking employment can reflect the demand for talent in a way, to a left on th
15、e university community, He also attaches great importance to its high salaries enterprises. In a persons development process, the opportunity is not determined, so the money is more rational choice. At this time if the salary is not high enough, then he needs to be no meeting, then he will surely be
16、 lost. When the people of a certain stage, they will consider the promotion of the opportunity to consider autonomy, and the surrounding environment. interpersonal problems. But these things must be built on the basis of money, only to the salary you very satisfied, then will it be possible to put i
17、t in second place to consider something else. These are the normal requirements of personnel, considering that when one spots a problem, and to become unbearable, then the talent will leave. Resulted in the loss of another important factor is that some veterans of the talent of a problem. Is a manag
18、er in Enterprise, said that only 5% of our business is the core talent, as long as they retain it. The results after three months, the enterprise sector has become the left, enterprises have to pay a heavy price. The veterans seen the adverse. Therefore, the people must have a correct understanding,
19、 as long as enterprises are useful talents, even typists and general services staff, as long as the enterprises need them, then they have talent, enterprises should retain. Acquired retain the most talented people in need of anything attractive to veterans is the biggest thing. Some people simply th
20、ink that the money looks, but Fabulous, I wanted to stay in that personal or away. For example, three of Guan Yu, I went to Cao Cao, thirsting for talent in the North for fear he leaves, then a banquet on the 3rd. on the 5th of a small feast, launched a gold, silver scrap a bond, with a 10 beautiful
21、 women, and even the Red Horse were sent to the Guan Yu, But still no final retain Guan Gong. This shows that every individuals needs are different, simply take money to people is not feasible. Then with the cause, with feelings be removed? Wei - Guo Yang believes that the conditions of a market eco
22、nomy, currency is the best measure of the value of a basic human standards, with a return on the money people, the most reflects his value. But we also have other things combined degree. Because of a persons needs are constantly changing, just students may student money first, If you meet his reques
23、t, so he may stay. But a few years later, he will have other requirements, such as considering the work environment, career planning, individual capacity development, This time, he is considered more future development, then you just paid him to remain inadequate. Human resources management is the m
24、ost important of them really understand what needs to see whether they can provide them with help. The Xianghai Zou Wei - Guo Yang similar view that in order to retain talent must be considered. - Class enterprises must have a first-class treatment, it would be difficult to retain talent. Feelings a
25、re attractive mainly through corporate culture to reflect different enterprises have different cultures, different people have different needs, some people like the work environment organs, it was like 23,000. corporate culture will affect peoples resignation. So I wanted to stay talent is the most
26、important characteristics to establish an enterprise culture. Former mine said that talent is on good ecological environment to stay. Spend money to people with feelings and just stay middle management, law, in operation level, and the only means to devise some small skills. In that law, embodied in
27、 the middle of talent, talent conquer the hearts of the world. To stay in the first Road to establish the level of the world to love all people. First of all have to stay wife concept. South Koreas business practices is not to make money but to subjugate the people. As an entrepreneur to the atmosph
28、ere, love, love can only wife talents the legal system is to the interests of the overwhelming majority of the regime established by reasonable system to reflect the spirit of caring, from this perspective, so that people can get what they want, personnel harmony. So only people in good ecological e
29、nvironment in order to develop better. Then employing the art, this is not fundamental things, the role only in a short period of time, the long-term management has had to rely on Road. I say that the road to use fewer for entrepreneurs only betray the real sentiments, can be loving, can unite the p
30、eople, retain talent. Yang Qing River, we ancients for their friends who died, with emotion to people must let the other side feel that you are his friends do. Here bread holds many skills. By the three most powerful in this regard, he does not have the capability, integrates Guan Yu Zhang Zhao Zhug
31、e Liang even first class people to stay, he will most likely stay with the feelings of the veterans. However, the modern enterprise can stay with emotion plays a role, even before the survey was done. Retain talent feelings is very important because people have feelings. But the money is more import
32、ant, this survey was done, At this stage of the Chinese technical trades and other blue-collar professionals have the money first. Establish a mechanism to retain talent in order to retain the talent it is necessary for the professionals broad space for development. to establish a scientific and eff
33、ective incentive mechanism. Zou Xianghai said, in order to prevent brain drain must be an incentive mechanism for talented people to have different different incentive, Now I feel that our market from the big gap between the poor management of the burden is very heavy, by the private enterprises, co
34、mpetition for talent not very optimistic. So I would like to enliven point for internal shareholding system, the reform of equity-based incentives. In order to retain the talent we have also strengthened the intensity of training, and done a lot of training management cadres period, the strengthenin
35、g of the on-the-job training for workers. Senior managers spent a lot of money sent to participate in the MBA training, which are keeping people take. Mine remains from the original cultural context of the mechanism set out to people, he said entrepreneurs who have commerce in mind and awareness, Th
36、is right personnel can have a correct understanding of the enterprise is not a personal or family businesses, but the development of enterprises of all pay a high price for the employees. Entrepreneurs from the cultural concept sake of others to have the benefit of their own thinking, so afraid of b
37、rain drain, Enterprises can guarantee long-term development. In addition to the establishment of good incentive mechanism for skilled staff, technical people to take stock of incentive. Incentive itself as a control. Wei - Guo Yang considers that in order to prevent brain drain to pay attention to t
38、hree areas : the first is short-term prevention; The second phase control; the third is to adjust. Brain drain to early prevention, to be kept informed of the basic mentality of this timely adjustment and control. If the other side has proposed to the departure of how to do? It is necessary to contr
39、ol, to have a one-month control period, for the transfer of some documents and to finish the unfinished business. In addition, enterprises should talents reserve system, but it was a go, immediately followed up, This brain drain will reduce to the minimum the damage. Yang-Ho said, the best talent to
40、 establish an early warning mechanism, can be avoided. Mastered the core technology and core confidential information still the core must have talent laws and regulations to restrict, legal restrictions on movement, the state-owned enterprises, particularly the industrial enterprises should rely on
41、a lot of hard and fast rules to limit the flow of talented people. Secondly hold and cause feelings to people, and then there is to regularize the labor market, on the one hand, to protect the reasonable flow of talent, the other to restrict the vicious talent drain. Then the establishment of a libe
42、ral market mechanism, can prevent brain drain. The other is to do in education, starting from the young people to foster a sense of the credit and lease concept Now this is too lacking. Right to employment enterprises that should merit, but is held. Give enterprises within the special talents of som
43、e special policies, formulate appropriate organizational structure, the corresponding positions pay, coupled with a relaxed humanization of the working environment and the welfare system so you can keep them there. 译文 分析人才外流现象 资料来源： Reprinted Hits .2007 作者： Ominous 随着市场经济的大潮，人才外流现象日趋严重。人才外流是每家企业一直在努
44、力解决并且需要去解决的问题。独立于企业部门的有识之士想出的防止人才外流的管理方法均以失败告终，因此必须将其上升到组织战略的高度以认真对待这个问题，这是解决人才外流的唯一途径，以此将这种危机逐步减少并控制到最低。人才外流的危害及影响是极大且无休止的，尤其是当企业的灵魂人物离开，这将成为企业不景气 甚至倒闭的诱因之一。企业员工信条的缺失必定影响企业的发展，如同毫无规则的水流。市场经济将给予许可，但只有在市场经济下，完善相关机制。由于人才外流与人力资源发展状况来源都是动态资源，且市场是一个开放的市场，因此人才外流是不可避免的。 北大人才研究中心常务副主任解释道，人才外流是因为整个社会对人员的人力资源
45、在分配上缺乏一个正确的理解，从而形成了这样的人事制度。没有完善的人事制度，就没有持续的人员分配。一般来说，除了对人才外流有着大量的法律解释这一重要原因外，我们的市场规则，数量众多的人才，也是造成这一不稳定因素 的一个很重要的原因。 首都经济贸易大学劳动和经济学院院长杨河清，对人才外流做出了四种分析。他说，一是国内人才流向国外；二是国有企业人才流向其他企业；三是西部人才流向东部；四是夕阳产业人才流向朝阳产业。造成人才外流是由于以下五点：第一个是人才的匮乏；第二个是市场经济的原因；第三个是知名活动中涌现的人才；第四个是不同性质的行业；第五个是背后的企业文化。 中国建筑设计研究院人力资源管理部人力资
46、源主任邹湘海这些年来对人才外流现象深有感触，他说，在最严重的时期， 93 个部门中有 92 个出现人才外流。当时建筑市场不规范，有 一些人出了国。我们这个研究院在 20 世纪 80 年代时，人数众多，约有 100 人，但后来归国的只有约 10 人，这对公司的快速发展产生严重影响。现在总的趋势是国有企业的人员向民营企业和外资企业流动。目前。家族企业的保护条款越来越少，这导致 23000 人流向日趋增多的国有企业与外资企业，这两者之间实力悬殊，约 23000 人已成为首选。在谈论国有企业人才外流时，邹湘海说，出现这种情况是由于国有企事业单位的机制相对落后。虽然在努力改善，但改革不是一天能完成的，需
47、要一定时间。 中国人民大学人力学院博士杨伟国认为人们不能把人才外流与 人才流动混为一谈。对于一个企业而言是不希望出现人才外流的，但愿意遵循人才流动。现在企业有这样一些人才外流情况。第一，个人才能的损失和组织的人才流失；第二，人才外流影响着大环境；第三，相对于传统产业，新兴产业的流失率更大；第四，开放区的发展加剧了落后地区的人才流失。 人才外流是非常复杂的，一般来说是需求得不到满足。学生求职从某种程度上能反映对人才的需求。刚离开大学走上社会的毕业生，他还是非常重视企业的高薪的。在一个人的发展过程中，机会是不确定的，因此这笔钱是更合理的选择。这时，如果工资不够高，那么他就 可能不需要任何面谈机会，
48、那么他肯定会流失。当一个人到了一定阶段后，他们会考虑晋升机会，会考虑自治精神、周围环境和人际关系问题。但是这些东西必须建立在金钱的基础上，只有在你对工资非常满意之后，才有可能把它排在第二位去考虑别的东西。这些都是人们的正常需求。考虑到如果一个人所关注的问题一直得不到解决与实现，他就会变得无法承受，那么人才就会离开。 造成人才外流的另一个重要原因是那些经验丰富的管理者的问题。一些企业经理会认为只有 5%的业务是核心人才，只要留住这些人就可以了。结果就是 3个月后，这个企业部门已不复存在，企 业不得不付出沉重的代价。这便是那些经验丰富的管理者所带来的不利影响。因此，人们必须有一个正确的认识，只要是
49、有用的人才，甚至是打字员和一般服务人员，只要企业需要，那么，他们就是人才，企业就应该保留。而经验丰富的管理者往往能在如何留住人才上体现他的魅力。 有些人简单地认为钱已足够决定人才的去留，但事实可能并非如此。例如，曹操爱惜人才，一心想留住关羽这个人才，害怕他的离去。于是 3 天一小宴， 5天一大宴，赏赐其金银万两，美女 10 人，甚至还将赤兔马赠与关羽，但最终仍没有挽留住他。这表明，每一个人的需求是不同的，只是拿钱 来吸引人才有时是不可行的。 那么在事业上，是不是不应该感情用事？杨伟国认为，市场经济条件下，货币是对基本人权标准价值的最佳衡量，一个人对金钱的态度，最能反映他的价值。但我们也要与其他事情有一定程度的结合。由于一个人的需求是不断变化的，我们会发现，只有刚毕业的学生会把金钱放在首位，如果你满足了他的要求，他就会留下来。但数年后，他便会考虑到其他因素，如工作环境，职业规划，个人能力的发展。这一次，他会更多地考虑未来的发展，如果你还是一味的以钱作为筹码，那么可能很难挽留他了。 人力资源管理的重点在于知道从哪些方面着 手去判断他们是否能够提供帮助。为了留住人才，企业必须对邹湘海与杨伟国的相同观点予以考虑。 一流的企业
