如何控制员工流失(英文文献)
人才流失外文文献翻译最新译文
文献出处：Sahay A. Reverse Brain Drain: New Strategies by Developed and Developing Countries [J]//Global Diasporas and Development. Springer India, 2014: 183-201.译文Reverse Brain Drain: New Strategies by Developed andDeveloping CountriesAnjali SahayIntroductionKarl Marx would be amused. He longed for the day when the workers would own the means of production. Now they do.While it is traditionally argued that openness to international migration will cause an effective brain drain for the source country, in the new millennium, the discussion on brain drain has clearly moved to the more optimistic and realistic discourse on brain circulation and brain gain with a positive net return on human capital.Brain circulation as a theory posits that an immigrant’s lo cation is insignificant today, as these have become professional and social networks that link new immigrant entrepreneurs with their counterparts at home. These new transnational communities provide the shared information, contacts, and trust that allow local producers to participate in an increasingly global economy. And other brain gain strategies such as return, remittances, and other political lobbying benefits (Sahay 2009) that have become clearly visible in the twenty-first century. So far, international mobility has mostly been understood as a unidirectional phenomenon with people from ‘peripheral’, or poor, countries seeking to settle in ‘core’, or wealthy, countries typically located in the Northern Hemisphere (Altbach 2004).However, the trend has now changed dramatically to show an increasing movement of returnees of these highly skilled professionals and students back to the ‘peripheral’or poor countries. And even though the rate of return has been consistently high for Asian countries such as South Korea (Lee 2010) and Taiwan and traditionally low for countries like China and India, the trend is now picking up in both of these countries as well with expatriates seeing a benefit for themselves as they return and see equal opportunities in their home countries. As a result of these benefitsof outmigration, immigration and emigration policies are continually being adopted by policymakers across the globe to retain their best and the brightest labour and talent pool of the highly educated.In the case of developed countries (DCs), United States in particular, immigration remains a controversial topic, with illegal immigration, security concerns after September 11 attacks, demographic changes and societal and cultural impacts taking centre stage and overshadowing the more important topic of employment-based immigration that even today (DHS 2010, Yearbook of Immigration Statistics data ) remains at best 14 % of all legal immigration. And while economists have argued that ‘that the United States should e liminate quantitative restrictions on employment- based immigration as there are obvious economic benefits to opening up the borders to international labour who are highly skilled, talented, and educated, legislative policies have traditionally put numeric al limits on this form of immigration’.Currently, noting the economic benefits and contributions of immigrant population (now considered as part of US human capital), there is an increasing emphasis in US legislative process towards retaining the already present high-skilled immigrants and students with advanced degrees from leaving their shores. The Startup Visa Bill originating in the US Senate in 2011 is an important step in that direction. Either because of restrictive immigration policies or the tedious immigration naturalization process or increased benefits and opportunities in the home country, many of these immigrant populations are now ‘returning’ home. Consequently, brain drain, which was the popular jargon of the twentieth century coming from the less developed countries (LDCs), has become the jargon of the DCs who are now complaining of their own brain drain with trained immigrant populations choosing the return option and leaving their shore. 1On the other end of the spectrum, realizing the attractiveness of its diaspora community in the form of economic, social and even political gains (Sahay 2009, pp. 157–193; Khadria 1999), legislative policies are being formulated in these so- called LDCs (which are now in various stages of developmental process) in a continuous effort to attract their overseas high-skilled entrepreneurs to return or reinvest in theirhome countries contributing to a net ‘brain gain’ for the home country. ‘Pull’ factors such as cultural familiarity and family ties along with personal benefits are strong reasons for many reverse migration trends. From a gendered perspective, many also return as there are laws and rules that prohibit an immigrants’ spouse to work in the host country. While there may be personal and cultural reasons for return which cannot be quantified in an economic perspective, this chapter will mostly trace the important legislative developments that have taken place in many developing countries, particularly Asia. The International Organization of Migration has classified reasons for return migration occurring in three different ways.Return may be classified as:1. Voluntary without compulsion, when migrants decide at any time during their sojourn to return home at their own volition and cost2. Voluntary under compulsion, when persons are at the end of their temporary protected status, rejected for asylum or are unable to stay and choose to return at their own volition3. Involuntary, as a result of the authorities of the host state ordering deportation (Singla 2012) In this chapter, I will be looking at the first reason mostly and the second reason (such as persons who are at an end of their temporary stay) as the main reasons for return.Why Asia? Notwithstanding the many contributions of immigrants to the United States from different parts of the world, this chapter will focus on Asian immigration into the United States and the return of these professionals to some of these Asian countries. The reason for focusing on Asia is that since 1965 immigration reform and particularly since the tech boom of the 1990s, Asia as a region has remained consistently high as a source continent with respect to employment-based immigration and education, two of the main components of human capital. The twenty-first century is also cited as an ‘Asian Century’ with the growing importance of China and India as emerging superpowers. Furthermore, as explained by many return studies to Asia, Return redefines Asia’s relations with the world. Historically, large-scale return migrations are always related to changes in international relations. Today, in mostparts of Asia, return is an enterprising project instead of an exercise due to nostalgia. Returning to China or India from the West, for example, is perceived as a ‘return to the fu ture’—to be ahead of global business and technology curves. Returnees are significant because the action of return reinforces allegiance and loyalty, yet the returnees are expected to rejuvenate and even revolutionize the old. Return energizes nationalism in the globalizing world. (Singapore 2007) This chapter is a timely research in the field of international migration and international relation in the twenty-first century. It furthers our understanding of concepts such as ‘brain drain’ (primarily associat ed with LDCs) and ‘brain gain’(primarily associated with DCs) and also attempts to understand the importance of human capital as a source of power for any state (developed or developing) in the twenty-first century. Within this framework, the empirical evidence provided will be for the United States as the developed country and several Asian countries such as India, China, South Korea and Singapore as the prototype developing and newly emerging economies. Firstly, theoretical concepts such as human capital and brain gain will be discussed to understand why employment-based and education-based immigration are important to the host country’s economy. Second, the chapter will trace the legislative process towards employment-based and education-based immigration in the United States (mainly towards immigration from Asia) and later legislations in trying to harness and retain their immigrant population from leaving their shores. Third, the chapter will trace legislative policies evolved by some developing countries (mostly Asian countries such as India, China and Singapore) in attracting their overseas nationals seen as a talent pool of individuals back to their home countries. And to conclude, the chapter ties in all these trends to give us a better understanding of the international movement of people between Asia and the United States and brain gain strategies for the twenty-first century.Immigration reform has always stirred up a debate in the United States. When the Democrats won the majority in both the House and the Senate in the 2005 midterm elections, there was some anticipation that the legislators would move forward the immigration reform process. ‘When the immigration reform proposal bill 1639 failed(despite receiving bipartisan support most notably from Senator Ted Kennedy and President George W. Bush) it reflected the general indecision and ambivalence on the part of US policymakers on the subject of immigration’ (Brotherton and Kretsedemas 2008 ,p. 365). In the United States of America, ‘few issues a re more controversial than immigration’ (West 2010, pp. 1–20). As argued by Darrell West (2010), there is a general concern about immigration because they view the material costs of open door policies as broad-based and the benefits as concentrated.A number of studies have been made to estimate the costs and benefits of immigration to the United States, see (Jacoby 2004). Keeping aside the cost of cultural assimilation and the cost of security threats (especially after September 11), most arguments on immigration have been made using the economic cost to the country. As argued, ‘the impact of open policies falls on disadvantaged workers who feel their wages are depressed by newcomers and on taxpayers who worry about a drain on public resources, while the benefits accrue to a small group of successful immigrants’ (West 2010, p.1). This fear is further highlighted during periods of recessions where ever-shrinking employment opportunities leads to the crowding out effect: that foreigners end up taking jobs that would have otherwise gone to American workers or reduces the wages as a greater talent pool leads to more competition and thus less wages.However, looking at the long-term effects, it benefits scholars and policymakers to undertake research to look at the contribution made by immigrants to the American economy, science, biotech and high-tech industries, to say the least. These remain the focal industries as most legal immigrants entering on the H-1B (employment-based) visas tend to go in these fields and these fields are considered vital to the development of any country (especially the United States where native enrolment in these fields have been dropping consistently). In addition to training on the jobs, millions of dollars are spent by universities in training foreign students (in the form of Ph.D. tuition waivers, graduate assistantships and other fellowship grants). With the recent economic recession in the United States, many of these students have preferred to return to their home countries which are now in an advanced stage of developmentand enjoying a strong economy. The following sections will look at immigrants’ contributions in innovation, entrepreneurship, research and education and hence the argument to retain immigrants from leaving the shores of the United States contributing to a net loss to US human capital and therefore its own ‘brain drain’.In the new millennium, a state’s development and power is not only measured by its military strength and economic capability but also be measured by its investments in human capital. Human capital has been defined by economists as those important investments that an individual can make in education and experience (also training). These two factors are intrinsic to human capital because people cannot be separated from their knowledge, skills, health or values in the way they can be separated from their financial and physical assets. Thus, whether an individual migrating from one state to the other is leaving a country or entering another, what will matter are that person’s qualifications.译文扭转人才流失的现状:发达国家和发展中国家的新策略查尔斯·汉蒂引言卡尔·马克思会感到欣慰。
人员流失问题及对策外文文献翻译2
人员流失问题及对策外文文献翻译2.5万字符人员流失问题及对策外文文献翻译：Title: Employee Turnover Issues and StrategiesAbstract:Employee turnover is a significant concern for organizations as it increases costs and disrupts the workflow. This paper aims to explore the causes of employee turnover and propose strategies to reduce turnover rates. The study identified several factors contributing to turnover, including job dissatisfaction, lack of career growth opportunities, and poor management. To address these issues, organizations can implement various strategies, such as improving employee job satisfaction through fair compensation and recognition programs, providing employees with development opportunities, and enhancing management practices. Additionally, fostering a positive work environment and promoting work-life balance can also help reduce turnover rates. The findings suggest that a proactive approach should be taken by organizations to retain valuable employees and minimize turnover. Introduction:Employee turnover refers to the rate at which employees leave an organization and are replaced by new hires. High turnover rates pose challenges for organizations, including increased costs associated with recruitment and training, reduced productivity due to constant turnover, and potential loss of valuable employees. This paper aims to examine the causes of employee turnover and propose strategies that organizations can adopt to reduce turnover rates and retain valuable talent.Causes of Employee Turnover:There are various factors that contribute to employee turnover. One major factor is job dissatisfaction. When employees are dissatisfied with their job, they may seek better opportunities elsewhere. This dissatisfaction can arise from several sources, such as low compensation, lack of recognition, limited growth prospects, and poor work-life balance.Another significant factor is the lack of career growth opportunities. Employees who feel that their career is stagnating may be more likely to look for advancement opportunities in other organizations. This is especially true for early-career professionals who seek growth and development.Poor management practices also contribute to employee turnover. When employees have ineffective or unsupportive managers, they may become disengaged and unhappy in their roles. In such cases, employees are more likely to leave the organization in search of better management practices and a healthier work environment.Additionally, lack of work-life balance and high levels of stress can result in employee turnover. When employees feel overwhelmed with work and have minimal time for personal and family-related activities, their job satisfaction and overall well-being may be affected, leading to higher turnover rates.Strategies to Reduce Turnover:Organizations can adopt several strategies to reduce employee turnover rates. Firstly, they can focus on improving employee jobsatisfaction. This can be achieved through fair and competitive compensation packages, recognition and rewards programs, and fostering a positive work environment. Regularly seeking employee feedback and addressing their concerns can also contribute to higher job satisfaction.Providing employees with growth and development opportunities is another effective strategy. Organizations can offer training programs, mentorship opportunities, and clear career paths to help employees progress in their careers. This not only fulfills employee aspirations but also enhances employee engagement and loyalty.Enhancing management practices is crucial in reducing turnover rates. Organizations should invest in training programs for managers to improve their leadership skills, communication abilities, and ability to support and motivate employees. Regular performance evaluations and constructive feedback can also contribute to better managerial practices.Finally, promoting work-life balance is essential in retaining valuable employees. This can be achieved by offering flexible work schedules, remote work options, and providing support for personal and family-related commitments. Organizations should create a culture that values work-life balance and encourages employees to maintain a healthy work-life integration. Conclusion:Employee turnover is a significant challenge for organizations globally. Understanding the causes of turnover and implementing effective strategies can help organizations retain valuable talentand reduce turnover rates. By focusing on improving job satisfaction, providing growth opportunities, enhancing management practices, and promoting work-life balance, organizations can create a supportive work environment that fosters employee engagement and loyalty.。
员工流失
员工流失2.1 Perspective PowerIf the perspective power you knew any factor may stimulate people's power, then you have grasped and the people communicate the exchange the most effective tool.In the introduction part content, I had said, the stimulation power is everybody most universal request, each people all want to obtain more po wers, but they did not know actually the power is any. A person possibly can say he hoped obtains a bigger power, the superintendent and the lea der can say they hoped has a more positive team, the employer hoped hi res one to have the working zeal staff, the staff hoped has one to be abl e to stimulate their power the employer. In fact, the employer is extremel y high to staff's request, therefore the staff should have stimulates the self -enthusiastic ability.hope is all power foundationTherefore, the hope stimulates a people's power standard, the hope is any result motive, is actuates the engine the fuel. Lacks the hope, anybo dy enthusiasm and the power all not impossible to be transferred and the stimulation.2.2 Drive and Control differenceLet us first from the management angle, looks at between the drive and the control difference.In my opinion, the control is forces somebody to make something, is you wants to let them make these matters; But drove is lets somebody own be willing to make something, because they want such to do. My gr eat friend franker ·enlightens Qiao to say that,”Is precisely this small difference creates the huge difference.”Therefore, you are use the driveor the control operate the company, already became weighs the old enterp rise and the new enterprise's symbol.Has a look the English recent commercial history, we may see the c ompany the management all is seeks the control in one kind under the sy stem to carry on. In very many situations, this kind of shoddy manageme nt pattern is extremely complex, England is continuously deep its evil.In fact, England's manager once stopped and between staff's dialogue, between the superintendent and staff's exchange communication all was c arries on through the trade union. Is engaged in commercial consultation and in training such many years in me, I had not seen between the outst anding management level and the trade union can have the big problem, I cannot find out such example.Front, I had already said, we work the world was a humanist world, but middle many organizations, the people obtain the promotion, underta kes the management and the leadership position, is merely because these people do very much on other operating post splendidly, the people had management training the situation too to be rare. Because these people ex cel at some responsibility, is very splendid on this post, therefore their co lleague hoped they can undertake superintendent's position, these people as if obtained the gracious gift which ascends the sky, knew naturally how arouses others enthusiasm, if carries on the communication, how manages others.Very many superintendents all imitate them predecessor, studies their management pattern, has like this formed an inexhaustible vicious circle.Certainly, the control management pattern also is effective, but this p attern cannot long-time, can create the colleague between not to trust, for ms one kind “they and we”the hostile aspect.Under the control management pattern, we not impossible to achieve one kind of ideal boundary, the superintendent and the staff not impossible to work as one, to face the common goal and the direction advance. If you encourage one to have the desire to do better person to participate i nterview, simultaneously hoped after he responds to a call for recruits suc cessfully, has the good response to this kind of control management patter n, this was simply too naive.Just like I said, the drive is lets somebody make something voluntari ly, is because these people want such to do.This principle is suitable similarly for your me, if we really want to make something, we can have a bigger power; If we do not want to ma ke something, we lack the self-power.Therefore, in this book, we to the methodology, the principle and the skill carries on the discussion, not only these methodologies, the principl e and the skill can help you to develop own power, moreover may cause you to drive you contact periphery person. Accepts and the understandin g painful and the pleasure principle, possibly has the help extremely.We and in the world other animals are same, we biggest avoid the p ain diligently.Certainly, we can avoid experiencing on any bodily the ache, similarl y we also have one kind of natural instinct, avoids any form the spirit b eing worried.Embarks from the positive angle, is obtains the achievement to the j oyful pursue the key to be at, we are more careful in the behind chapter the goal which how elaborates realizes.Many people the reason that have achieved nothing, is because of th em. At the matter which at the important matter, or deals with difficulty hauls, in very many situations, they does not want to withstand even if is the little pain, has not prepared to undertake any risk.Steve when faces various thorny situation, like When facing some un pleasant, difficult work, pain or contradictory matter, he always first uses eats the sour grape skill first.My suggestion is, if you must simultaneously complete two work, a work is you likes, a work is you repugnant, should better first do your r epugnant that work, then does the work which oneself likes, takes to own reward. I discovered this skill is successful means.We all clearly knew, lacks the self-control the human often can put t he cart before the horse. In order to understand well how stimulates peop le's power, we must distinguish between the manner and the reward differ ence.We all knew the carrot adds the big stick -like drive, this still was many people has to this question view, now lets us inspect the manner a nd the reward difference.2.3 MannerThe manner is the people thinks facing the matter time thought that, is self-confidence which they have, is they to own faith, the treatment li fe manner. The manner has the possibility is negative, also has the possib ility is positive. How will the manner be they regards the future, how pr ocessed the past the event. Our each person all wants to believe firmly o nce for a while we to have the correct manner, in later chapter, we can carry on more elaboration.2.4 EncourageThe reward is a person and a team the achievement which harvests f rom theirs activity. We may make a summary simply: “You make this m atter, you may obtain the repayment.”In the tenth chapter, we thoroughl y will discuss the related reward the question: Namely inspires the people to advance boldly, to cause prize and the bonus type which the people r edouble one's efforts. Understood between the manner and the reward difference is extremely important, moreover must accept this kind of viewpoi nt, unifies two drive methods is most effective.2.5 Stimulation power being suitable environmentWhen the understanding stimulation power skill, regards the power fr om the correct angle, we first must know, no matter regarding individual, the team, only then under the suitable environment, the power is only th en possibly stimulated. For example, a manager in order to stimulate the team the power, he has formulated the competition and the encouragement plan.Although this plan is extremely thorough, but moves this plan enviro nment not to favor the harmony between the team actually, between the c olleague generally has the phenomenon which attacks, does not trust mutu ally, the atmosphere is not very happy.Under such environment, any reward and the stimulation power meas ure cannot achieve the anticipated effect. Periphery you must pay attention the environment, has a look under such environment, whether your powe r can stimulate? If you are a leader, whether periphery the observation en vironment does stimulate staff's power? Hertz Professor Bergh called these factors are “the hygienic factor”. Take company's facility as an exampl e.Company's equipment revolution normal? This place too has been col d, was too hot? Here clean neat? Light, air, washroom facility, working s pace how? Such environment is advantageous to the enhancement working efficiency? Also has other suppression work performance factor? Must be come an outstanding manager, or the stimulator, you must have the leader ship skill, if you lack the leadership skill, you must raise this skill.Although this is a content which everybody understood, but duplicate s such principle is worth. I must often likes some platitudes the viewpoin t, an extremely good viewpoint is:leader sets an example, the follower follows the exampleCertainly, the people can imitate them the colleague. Drove the achie vement and the leader style are inseparable. From the human beginning, t he leaders hear such warning “to set an example unceasingly, set up a g ood example”.2.6 Makes one to have the working zeal personThe company has a stipulation, when all sellers go to work, must dr ess neatly, the hairstyle is neat, the feminine staff must put on make-up.We discovered the successful result and marketing team's enthusiasm is proportional directly.If they feel good to oneself, then their sales volume can along with the growth. Now, had does not pay great attention to is putting on the te ndency in many companies, I knew this is one kind goes off duty and re st the idle way, but any matter all must have a limit, our each person ca n act according to others semblance to make own appraisal. A person als o should pay attention to the way which walks.Second, the body language can display a person to the thing warm d egree.On the other hand, comes from the face body language signal to hav e about merely 15,000. We knew that, the majority of people may control the content which they speak.If therefore some people said he feels very well, but his facial expre ssion pain, is drooping the shoulder, this explained he felt is not good, w e may infer his real feeling through his body language. Finally, how is a working zeal full person and other people communication? The working zeal full person affirmed has filled the enthusiasm.The working zeal full person spoke freely about his future, they will be doing the matter, they will plan the matter which will do. In the past was only one kind of experience, helped you to discover the opportunit y, transformed the opportunity as the success.Therefore, the working zeal full person has filled the enthusiasm and the anticipation to the life, with such person contact is one kind of joy. Except above all contents, a working zeal full person may by the descript ion be easily a positive person. They display the unique behavior characte ristic is:1、the positive2、goal feeling strong3、anticipated the successfulThis manner can let the human have the sufficient energy. The worki ng zeal full person looks like energetically, you have possibly heard follo wing speech, “if you want to complete a matter, lets an assiduous person do.”2.7 Correct reward and correct resultIn this chapter final, in order to let everybody have the understandin g to the power, "How do I want to mention Michael ·to pull ·the B oolean husband To drive Other people" this book. In the book, he is desc ribes like this to in the world management principle: You may from give the reward in the behavior to obtain many.You cannot obtain you to hope, the hope, the entreaty or the request obtain the thing, you obtain are you reward. Therefore, we may see the greatest management principle to explain repeatedly these have the reward matter always to be possible to complete.Therefore, if you are a superintendent, or is a leader, you must enga ge in introspection, ask oneself, what you do recognize? What do you re ward? We can carry on the careful inspection in the eighth chapter. If the correct behavior has not obtained the reward, then you obtain the result also is possibly wrong.Prompts1、hope is along with all power foundation2、drive or the control? Must distinguish between them the difference3、resolution manner and the reward difference4、seeks the working zeal full person's characteristicAxiom“The people often thought causes the human to be proud successfull y, proudly, self-self-satisfied, thus could destroy a person, this viewpoint was wrong. Just right opposite, the success causes the human modestly, to exercise forbearance nicely; The defeat causes the human to become is b rutal, is unkind.”----English writer Somers et ·Maugham。
外文文献翻译--民营企业人才流失的原因及治理对策
中文3580字毕业论文英文翻译学生姓名:学生学号：专业班级:指导教师：管理学院2012.5.8Private enterprises and the reasons forwastage control measures（Rong Zhang Beijing Jiaotong University College of economic managementBeijing 100044)<abstract >The use of a pick to the energy level corresponding human resources management，systems dynamics，objectives and principles inspiring onChina’s accession to the WTO，private enterprises will be increasingcompetition among professionals. In view of the current brain drain ofsome private enterprises，such as the status of high—quality talentrecruitment difficulties, the author conducted a detailed analysis andexploration，and the status of private enterprises wastage governancestrategies。
〈keywords>Private enterprises Brain drain analysis wastage control measures2004, the private economy，to be engraved in the memory of many people. 911％of the GDP achieved spectacular growth, including the promotion of the private economy in China's economic development is the most dynamic force one。
降低员工流失率英语作文
降低员工流失率英语作文Employee turnover is a significant issue for many companies. It not only affects the morale and productivity of the remaining employees, but also increases recruitment and training costs for the company.One way to reduce employee turnover is to create a positive work environment. This can be achieved by fostering open communication, providing opportunities for professional growth, and recognizing and rewarding employees for their hard work and dedication.Another effective strategy is to offer competitive compensation and benefits. When employees feel that they are being fairly compensated for their work, they are more likely to stay with the company. Additionally, offering benefits such as flexible work schedules, telecommuting options, and wellness programs can also help to improve employee satisfaction and retention.It is also important for companies to provide opportunities for employees to have a healthy work-life balance. This can be accomplished by offering paid time off, parental leave, and other benefits that support employeesin their personal lives.Furthermore, providing ongoing training and development opportunities can help employees feel valued and investedin their careers. When employees feel that they are growing and developing within the company, they are more likely to remain loyal and committed to their work.In conclusion, reducing employee turnover requires a comprehensive approach that addresses the various factors that contribute to employees leaving a company. By creating a positive work environment, offering competitive compensation and benefits, supporting work-life balance,and providing opportunities for growth and development, companies can work towards reducing employee turnover and retaining their valuable talent.。
员工流失文献综述
员工流失文献综述一、前言在全球经济一体化的今天，作为推动经济发展的企业人力资源将是企业获取竞争优势的首要因素，因而也成为各企业争夺的主要对象，这就为企业员工的频繁流动提供了可能性。
目前我国许多企业特别是中小民营企业在这场人才争夺战中明显的处于劣势，员工的大量流失，使得企业在经济、声誉上受到不可估量的损失，甚至影响到企业的今后的发展与壮大。
因此企业员工的流失问题己成为企业管理人员要面对的最大的挑战之一。
如何减少企业员工的流失，降低员工流失风险与成本，已成为我国企业管理者所需关注和解决的首要问题。
据《中国经营报》调查显示: 全国民营企业特别是规模小于500人的民营企业员工流失率高达50% 左右,中高级管理人员、技术人员每年约有20%的人寻找跳槽[1]。
曾经有一项调查表明, 对曾经有过工作经历的48位被访者, 调查人员问了他们曾经在多少家单位工作过, 30%以上被访者曾经在2-3个单位工作过, 而更换工作比较频繁的在4个以上单位工作过的人占13%, 很多民营企业每年都有近百名员工流失, 进入竞争对手的阵营——外资企业。
从这些数字足够说明民营企业员工流动率较大,流动速度较快, 并且会有不断增长的趋势[2]。
员工高比例流失，不仅带走了商业、技术秘密，更有甚者还带走了客户，使企业遭受了很大的经济损失，并且增加企业人力资本重置成本，也影响企业工作的连续性和工作质量，甚至影响在职员工的稳定性和忠诚度。
如果不采取合理措施，最终将会影响企业持续发展的潜力和竞争力。
人才流失问题成为众多企业特别是没有竞争优势的中小民营企业急需解决的首要问题。
二、相关理论综述（一）当代激励理论1.马斯洛需要层次理论马斯洛(Abraham.h.Maslow，1943)提出，人有一系列复杂的需要，按其优先次序可以排成梯式的层次，其中包括四点基本假设:己经满足的需求，不再是激励因素。
人们总是在力图满足某种需求，一旦一种需求得到满足，就会有另一种需要取而代之。
员工流失（英文文献）.doc
员工流失（英文文献）.doc员工流失(英文文献)1How to control employee-leaving?2.1 Perspective PowerIf the perspective power you knew any factor may stimulate people's power, then you have grasped and the people communicate the exchange the most effective tool.In the introduction part content, I had said, the stimulation power is everybody most universal request, each people all want to obtain more powers, but they did not know actually the power is any.A person possibly can say he hoped obtains a bigger power, the superintendent and the leader can say they hoped has a more positive team, the employer hoped hires one to have the working zeal staff, the staff hoped has one to be able to stimulate their power the employer. In fact, the employer is extremely high to staff's request, therefore the staff should have stimulates the self-enthusiastic ability.The power and the strength relations is extremely close, we may say a working zeal full person has the infinite strength. We may recollect a next astonishing story: A mother and her several children have experienced a traffic accident, their automobile turned, the vehicle upside down, the children are stranded in the vehicle outside, the mother is thrown dispatched a vehicle, lucky is, she has not been injured. Mother body weight approximately 57 kilograms, height only then 163 centimeters. When the ambulance corps arrive, theydiscovered the mother hugs the children in the bosom, the children has not been injured. The ambulance corps deliver themthe hospital, has carried on a comprehensive inspection, finally discovered, this mother's vertebra is broken by pressing. Obviously, at that time she has lifted the automobile, moved with the foot the children, in this process, her back has received the damage. We knew that, under the normal condition, the mother also is cannot lift in any event the automobile, she already does not have such physique, also does not have such muscle strength, but she has the power strength.hope is all power foundationTherefore, the hope stimulates a people's power standard, the hope is any result motive, is actuates the engine the fuel. Lacks the hope, anybody enthusiasm and the power all not impossible to be transferred and the stimulation.2.2 Drive and Control differenceLet us first from the management angle, looks at between the drive and the control difference.In my opinion, the control is forces somebody to make something, is you wants to let them make these matters; But drove is lets somebody own be willing to make something, because they want such to do. My great friend franker ·enlightens Qiao to say that,”Is precisely this small difference creates the huge difference.”Therefore, you are use the drive or the control operate the company, already became weighs the old enterprise and the new enterprise's。
【精品】防止员工流失中英文版本全攻略
【关键字】精品防止员工流失措施Prevent staffs loss measures& proposal为了将员工离职率降低到最低并且让他们发自内心的和IDC共同成长，我们财务了如下的措施。
尽管一些建议仍然不完美，我们现在总是尝试使这些措施越来越完善。
In order to minimize staff loss and make them stability improving with IDC Shaw from their heart, we take some measures as below. Although some measures are still not perfect ，we are always try to make them more and more wonderful.第一，要建立组织的共同愿景Firstly（To establish organization's Shared vision）共同愿景是组织中人们所共同持有的意象或景象，它创造出众人是一体的感觉，并遍布到组织全面的活动，而使各种不同的活动融汇起来。
共同愿景会唤起人们的希望，特别是内生的共同远景，从而改变成员与组织的关系，它不再是“他们的公司”，而是“我们的公司”。
这样，员工就对企业有了高度的认同感和忠诚感，而缺乏这种认同感，企业只能留得住人而留不住心。
Shared vision is held together by people organization in the image or picture, it created all feeling, and is one of the activities throughout organization overall, and make all sorts of different activities blends together up. Shared vision will arouse people's hopes, especially the common vision, thus endogenous changes member and organization relationship, it is no longer "their company", but "our company". So, for enterprise employees were a high degree of identity and loyalty, and lack the identity, enterprise can retain people and keep the heart.IDC一直秉承這樣的管理理念，在每月月會上進行員工的培訓及共同愿景的燻陶。
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2.1 Perspective PowerIf the perspective power you knew any factor may stimulate people's power, then you have grasped and the people communicate the exchange the most effective tool.In the introduction part content, I had said, the stimulation power is everybody most universal request, each people all want to obtain more powers, but they did not know actually the power is any. A person possibly can say he hoped obtains a bigger power, the superintendent and the leader can say they hoped has a more positive team, the employer hoped hires one to have the working zeal staff, the staff hoped has one to be able to stimulate their power the employer. In fact, the employer is extremely high to staff's request, therefore the staff should have stimulates the self-enthusiastic ability.The power and the strength relations is extremely close, we may say a working zeal full person has the infinite strength. We may recollect a next astonishing story: A mother and her several children have experienced a traffic accident, their automobile turned, the vehicle upside down, the children are stranded in the vehicle outside, the mother is thrown dispatched a vehicle, lucky is, she has not been injured. Mother body weight approximately 57 kilograms, height only then 163 centimeters. When the ambulance corps arrive, they discovered the mother hugs the children in the bosom, the children has not been injured. The ambulance corps deliver them the hospital, has carried on a comprehensive inspection, finally discovered, this mother's vertebra is broken by pressing. Obviously, at that time she has lifted the automobile, moved with the foot the children, in this process, her back has received the damage. We knew that, under the normal condition, the mother also is cannot lift in any event the automobile, she already does not have such physique, also does not have such muscle strength, but she has the power strength.hope is all power foundationTherefore, the hope stimulates a people's power standard, the hope is any result motive, is actuates the engine the fuel. Lacks the hope, anybody enthusiasm and the power all not impossible to be transferred and the stimulation.2.2 Drive and Control differenceLet us first from the management angle, looks at between the drive and the control difference.In my opinion, the control is forces somebody to make something, is you wants to let them make these matters; But drove is lets somebody own be willing to make something, because they want such to do. My great friend franker · enlightens Qiao t o say that,” Is precisely this small difference creates the huge difference.” Therefore, you are use the drive or the control operate the company, already became weighs the old enterprise and the new enterprise's symbol.Has a look the English recent commercial history, we may see the company the management all is seeks the control in one kind under the system to carry on. In very many situations, this kind of shoddy management pattern is extremely complex, England is continuously deep its evil.In fact, England's manager once stopped and between staff's dialogue, between the superintendent and staff's exchange communication all was carries on through the trade union. Is engaged in commercial consultation and in training such many years in me, I had not seen between the outstanding management level and the trade union can have the big problem, I cannot find out such example.Front, I had already said, we work the world was a humanist world, but middle many organizations, the people obtain the promotion, undertakes the management and the leadership position, is merely because these people do very much on other operating post splendidly, the people had management training the situation too to be rare. Because these people excel at some responsibility, is very splendid on this post, therefore their colleague hoped they can undertake superintendent's position, these people as if obtained the gracious gift which ascends the sky, knew naturally how arouses others enthusiasm, if carries on the communication, how manages others.Very many superintendents all imitate them predecessor, studies their management pattern, has like this formed an inexhaustible vicious circle.Certainly, the control management pattern also is effective, but this pattern cannot long-time, can create the colleague between not to trust, forms one kind “they and we” the hostile aspect.Under the control management pattern, we not impossible to achieve one kind of ideal boundary, the superintendent and the staff not impossible to work as one, to face the common goal and the direction advance. If you encourage one to have the desire to do better person to participate interview, simultaneously hoped after he responds to a call for recruits successfully, has the good response to this kind of control management pattern, this was simply too naive.Just like I said, the drive is lets somebody make something voluntarily, is because these people want such to do.This principle is suitable similarly for your me, if we really want to make something, we can have a bigger power;If we do not want to make something, we lack the self-power.Therefore, in this book, we to the methodology, the principle and the skill carries on the discussion, not only these methodologies, the principle and the skill can help you to develop own power, moreover may cause you to drive you contact periphery person. Accepts and the understanding painful and the pleasure principle, possibly has the help extremely.We and in the world other animals are same, we biggest avoid the pain diligently.Certainly, we can avoid experiencing on any bodily the ache, similarly we also have one kind of natural instinct, avoids any form the spirit being worried.The related human such instinct responded the example are very many, when us facing this kind of unpleasant duty, we can have such instinct to respond, for example, in you facing the thorny telephone, the arduous housework lives, the participation possibly has the resistance conference, opens the bill, carries on exercise, no-smoking for the health and so on. In order to seek joyful or us confessed for when joyful, we are willing to pay the huge price frequently, although sometimes some joyful like appears briefly, to some people, they joyful is eats and drinks extravagantly.Embarks from the positive angle, is obtains the achievement to the joyful pursue the key to be at, we are more careful in the behind chapter the goal which how elaborates realizes.In us the upper dog has grasped between the painful principle and the pleasure principle balance. Sometimes, we can not but experience some limited pain, some people possibly call this kind of pain the self-restraint, some personal it for self-control. My good friend Steve ·Bannite is a successful entrepreneur, the jungle network company () the founder, he encourages other people to use eats the sour grape skill first.Many people the reason that have achieved nothing, is because of them. At the matter which at the important matter, or deals with difficulty hauls, in very many situations, they does not want to withstand even if is the little pain, has not prepared to undertake any risk.Steve when faces various thorny situation, like When facing some unpleasant, difficult work, pain or contradictory matter, he always first uses eats the sour grape skill first.My suggestion is, if you must simultaneously complete two work, a work is you likes, a work is you repugnant, should better first do your repugnant that work, then does the work which oneself likes, takes to own reward. I discovered this skill is successful means.We all clearly knew, lacks the self-control the human often can put the cart before the horse. In order to understand well how stimulates people's power, we must distinguish between the manner and the reward difference.We all knew the carrot adds the big stick -like drive, this still was many people has to this question view, now lets us inspect the manner and the reward difference.2.3 MannerThe manner is the people thinks facing the matter time thought that, is self-confidence which they have, is they to own faith, the treatment life manner. The manner has the possibility is negative, also has the possibility is positive. How will the manner be they regards the future, how processed the past the event. Our each person all wants to believe firmly once for a while we to have the correct manner, in later chapter, we can carry on more elaboration.2.4 EncourageThe reward is a person and a team the achievement which harvests from theirs activity. We may make a summary simply: “You make this matter, you may obtain the repayment.” In the tenth chapter, we thoroughly will discuss the related reward the question: Namely inspires the people to advance boldly, to cause prize and the bonus type which the people redouble one's efforts. Understood between the manner and the reward difference is extremely important, moreover must accept this kind of viewpoint, unifies two drive methods is most effective.2.5 Stimulation power being suitable environmentWhen the understanding stimulation power skill, regards the power from the correct angle,we first must know, no matter regarding individual, the team, only then under the suitable environment, the power is only then possibly stimulated. For example, a manager in order to stimulate the team the power, he has formulated the competition and the encouragement plan.Although this plan is extremely thorough, but moves this plan environment not to favor the harmony between the team actually, between the colleague generally has the phenomenon which attacks, does not trust mutually, the atmosphere is not very happy.Under such environment, any reward and the stimulation power measure cannot achieve the anticipated effect. Periphery you must pay attention the environment, has a look under such environment, whether your power can stimulate? If you are a leader, whether periphery the observation environment does stimulate staff's power? Hertz Professor Bergh called these factors are “the hygienic factor”. Take company's facility as an example.Company's equipment revolution normal? This place too has been cold, was too hot? Here clean neat? Light, air, washroom facility, working space how? Such environment is advantageous to the enhancement working efficiency? Also has other suppression work performance factor? Must become an outstanding manager, or the stimulator, you must have the leadership skill, if you lack the leadership skill, you must raise this skill.Although this is a content which everybody understood, but duplicates such principle is worth. I must often likes some platitudes the viewpoint, an extremely good viewpoint is:leader sets an example, the follower follows the exampleCertainly, the people can imitate them the colleague. Drove the achievement and the leader style are inseparable. Fro m the human beginning, the leaders hear such warning “to set an example unceasingly, set up a good example”.2.6 Makes one to have the working zeal personNow lets us form a working zeal full person's image in the mind. A person's semblance has made the first impression to us, a working zeal full person's semblance definitely is extremely neat; Their hair looks like is the process peaceful mind care, clothes passed through careful handling, the shoe have been clean.The neat semblance responded a person cares about oneself. For many years, my companyis continuously managing a success telephone marketing team.The company has a stipulation, when all sellers go to work, must dress neatly, the hairstyle is neat, the feminine staff must put on make-up.We discovered the successful result and marketing team's enthusiasm is proportional directly.If they feel good to oneself, then their sales volume can along with the growth. Now, had does not pay great attention to is putting on the tendency in many companies, I knew this is one kind goes off duty and rest the idle way, but any matter all must have a limit, our each person can act according to others semblance to make own appraisal. A person also should pay attention to the way which walks.I have a good friend, he penetrates the office the glass, observes the applicant who the participation interviews. In fact, whether he the way which walks through the applicant judges hires this person. He tells me to say that, a goal is clear about, the step lively applicant compared to a step listless, walks the sluggish man-power to do splendidly. Must observe an applicant is slows pace walks, places the hand in the pocket, the footsteps were full of the energy, the arm have filled the strength.Second, the body language can display a person to the thing warm degree.The smiling face, can speak the eye and a positive facial expression can certainly display a person's enthusiasm. The study body language student stated that, in England, we can use 40,000 words and expressions and the sound approximately carries on the communication, but in the daily life, we is familiar with on only uses 4000 words and the sound.On the other hand, comes from the face body language signal to have about merely 15,000. We knew that, the majority of people may control the content which they speak.If therefore in the body language and the mouth says appeared the conflict and the contradiction, the body language transmission information definitely is correct. If therefore some people said he feels very well, but his facial expression pain, is drooping the shoulder, this explained he felt is not good, we may infer his real feeling through his body language.If therefore some people said he feels very well, but his facial expression pain, is drooping the shoulder, this explained he felt is not good, we may infer his real feeling through his body language. Finally, how is a working zeal full person and other people communication? Theworking zeal full person affirmed has filled the enthusiasm.The working zeal full person spoke freely about his future, they will be doing the matter, they will plan the matter which will do. In the past was only one kind of experience, helped you to discover the opportunity, transformed the opportunity as the success.Therefore, the working zeal full person has filled the enthusiasm and the anticipation to the life, with such person contact is one kind of joy. Except above all contents, a working zeal full person may by the description be easily a positive person. They display the unique behavior characteristic is:1、the positive2、goal feeling strong3、anticipated the successfulThis manner can let the human have the sufficient energy. The working zeal full person looks like energetically, you have possibly heard following speech, “if you want to complete a matte r, lets an assiduous person do.”2.7 Correct reward and correct resultIn this chapter final, in order to let everybody have the understanding to the power, "How do I want to mention Michael · to pull · the Boolean husband To drive Other people" this book. In the book, he is describes like this to in the world management principle: You may from give the reward in the behavior to obtain many.You cannot obtain you to hope, the hope, the entreaty or the request obtain the thing, you obtain are you reward. Therefore, we may see the greatest management principle to explain repeatedly these have the reward matter always to be possible to complete.Therefore, if you are a superintendent, or is a leader, you must engage in introspection, ask oneself, what you do recognize? What do you reward? We can carry on the careful inspection in the eighth chapter. If the correct behavior has not obtained the reward, then you obtain the result also is possibly wrong.Prompts1、hope is along with all power foundation2、drive or the control? Must distinguish between them the difference3、resolution manner and the reward difference4、seeks the working zeal full person's characteristicAxiom“The people often thought causes the h uman to be proud successfully, proudly, self-self-satisfied, thus could destroy a person, this viewpoint was wrong. Just right opposite, the success causes the human modestly, to exercise forbearance nicely; The defeat causes the human to become is brutal, is unkind.”----English writer Somerset · Maugham。