提高员工忠诚度的策略毕业论文外文翻译

1、外文翻译1.外文原文On a strategy to enhance employee loyaltyPapers Category:Management Papers - Human Resource Management Papers Post Time:2011-9-2 11:01:00 Abstract: This article focuses on the cultivation of employee loyalty and enhance, from recruitment, to create a working environment, pay and benefits,

2、employee training and career planning, incentives, loyalty management in 10 areas, made the appropriate management strategy. Keywords: social organization loyalty incentive pay system Factors affecting employee loyalty can be divided into employees personal factors, environmental factors, business f

3、actors and three social classes, characteristics related to their own employees, employees of enterprises and environmental awareness, salary distribution and performance assessment, corporate culture, work environment, leadership, to staff development opportunities and space, the psychological cont

4、ract between employees and enterprises are the same, the business situation and development prospects, corporate layoffs, the temptation to external companies, social values, market-oriented employment mechanism, legal restraint system, social integrity of the state and so on. In light of this, comp

5、anies according to their actual situation, the following aspects to nurture and enhance staff loyalty. A recruitment period as the loyalty-oriented personnel selection The traditional method of recruitment, the recruitment and selection process, emphasis is often placed on the ability to work study

6、job, the expense of job seekers understand the character and personality fact as long as the applicant's application materials carefully review and analyze, but also to obtain other useful information, for example, companies in which the candidates have worked, the average length of working hour

7、s, reasons for departure, etc. These information can be a greater tendency to preclude those who quit the job. The level of employee loyalty to their level of acceptance of corporate values ?are closely related, so businesses in the recruitment process not only look at the applicant's work relat

8、ed skills, but also understand the applicant's personal qualities, values, and the extent of differences in corporate values and the transformation of difficulty, etc., and as an important consideration in hiring or not. cultural identity and values ?is the basis for cooperation and business pro

9、fessionals, employees and corporate culture, if contrary to the standards or values ?differ, then they would lose the mutual cooperation premise, the end result is not a business out of talent, talent that is out of business. In addition, companies in the recruitment process to the principle of good

10、 faith, to communicate honestly with applicants in the recruitment and selection process, some enterprises, especially SMEs, need talent, in order to recruit qualified personnel as soon as possible, often with the job who exaggerate the communication performance of the business and prospects, and hi

11、gh commitment to the job seekers (such as salary, housing, training and development opportunities, etc.) When job seekers to business enterprises in the job only to find the time commitment is not fulfilled, then the business is likely to lose the trust of employees, resulting in reduced employee lo

12、yalty. Second, good organizational socialization of new employees Social organization refers to the individual into the organization from the outside before the members of staff to be organizational functions of the learning process, this process so that new employees into the organization's int

13、ernal staff, into the tissues, and become a part of it. Every year companies recruit, select a group of new employees into the organization, regardless of new employees in the first formal job, or just change the work unit or department, just go to a new organization is bound to face a new environme

14、nt and re-adapt. to adapt successfully, the new employee's job performance, job satisfaction and organizational commitment to improve, increase the retention probability, the failure to adapt to the new employee's role ambiguity, job involvement, reduced, reduced job satisfaction, intention

15、to leave strong. which shows the organization of society to improve the retention of a decisive role, ignoring the earlier practice of individual and social organizations are unhelpful. enterprises should be the corporate culture (value orientation), industry characteristics, business model, managem

16、ent features, etc. fully introduced to new employees, to encourage their employees to the mode of thinking, mental models and behavior to adapt to the enterprise. Third, vigorously promote the development of enterprises Employee loyalty from the business sense of belonging, and sense of belonging fr

17、om the company to provide a satisfactory end. Enterprises to provide employees with a satisfactory end, we should take development as the most important task. Enterprises Xing, the loyalty Each employee of the company's future development has its own judgments and expectations, the staff that th

18、e company can achieve efficient development and long-term presence of naturally have a strong sense of belonging and loyalty, which requires us to give priority to the development of enterprises, businesses rely on the development of excellence to stimulate employee pride and enhance employee satisf

19、action, but also requires that we strive to build a shared vision, a clear practical and encouraging the development of strategic and development goals and targets Specifically, it will refine the vision of goals and goal posts for the stage, in order to inspire a better future for enterprise employ

20、ees a sense of mission, responsibility and job enthusiasm, won the trust and loyalty of employees. Fourth, improve the performance appraisal system and salary system First, enterprise performance evaluation system architecture, and must reflect the concept of loyalty to respected scientific design o

21、f performance management performance goals, assessment methods, feedback mechanisms, dialogue, give full play to the concept of staff performance appraisal system and behavior-oriented role, followed by , focusing on conduct performance counseling, low-performance employees with effective communicat

22、ion, encourage their employees to a correct view of performance evaluation results, and problems for the proposed rectification, prompting staff to continue to optimize execution performance in the third, focusing on the effective application of assessment results, adhere to the results of the asses

23、sment and payment of salaries, job hiring, job promotion linked to strict cash rewards and punishments, to guide change and improvement. Is a measure of employee pay level is based on a staff capacity and reflects the contribution of the ruler in the pay system established, not only to focus on its

24、external competitiveness, but also to focus on its internal integrity. "Not scarcity, suffering injustice "is a universal human psychology, only a fair and reasonable remuneration system in order to ensure employee loyalty. Therefore, for different positions and different people with diffe

25、rent design of the wage distribution model, designed to ensure internal pay equity, better play the role of incentive pay as much as possible to implement non-wage compensation "self" and strive to meet the individual needs of different employees. In addition, should pay attention to colle

26、ctive performance and collective incentives, emphasis on team spirit. Fifth, create a people-oriented work environment and corporate culture A person in an intimate and harmonious organization work, study and life, they will feel happy, a sense of belonging, with this emotional experience, he would

27、in such a selfless organization to work more diligently. Conversely, a person in a discordant and even infighting in the organization of work, you will feel anxiety and fear, become cautious, and even managed to leave the organization to create a safe, comfortable, smooth communication, interpersona

28、l and harmonious working environment , enabling employees to form companies for the home, take the initiative to fight for the business sense of belonging to maintain and enhance employee loyalty. to establish a people-oriented corporate culture, will largely enhance the solidarity and cohesion of s

29、taff to help to improve employee loyalty. Sixth, strengthen the staff's training and career development planning Receive remuneration for labor is a modern enterprise is no longer the sole purpose of staff work, most employees have a higher pursuit, they want their future prospects are uncertain

30、, in order to eliminate restless, and enhance their confidence in the work do a good job Thus, while enterprises should plan for their employees out of personal scientific career path, so that employees understand that, "If I try, and tomorrow I will happen." individual employees fully und

31、erstand the needs and aspirations of professional development based on the combined their own development process of the actual human resource needs, develop a systematic, scientific, and dynamic career planning, to effectively provide their employees with their own requirements for the development

32、of multiple channels, so that they truly feel that they have in the enterprise achieve their career aspirations and ideals of hope on the other hand, companies must establish a "success for employees is the company's success" of new ideas, professional development training for staff, c

33、ounseling staff to professional practice, to help employees of their careers planning to check and correct assessment by the excellent staff development to achieve business goals. Effective training has become to attract, develop, motivate and retain qualified personnel and effective way, to a certa

34、in extent, than the increase in staff salaries more attractive and tempting. 2.外文中文翻译提高员工忠诚度的策略文件类别:管理论文人力资源管理论文 发布时间:2011-9-2文摘:本文主要关注员工忠诚度的培养和提高,从招聘、创建一个工作环境,薪酬和福利,员工培训和职业规划,激励,忠诚管理10个地区,适当的管理策略。关键词:社会组织的忠诚激励薪酬体系影响员工忠诚度的因素可以分为员工个人因素、环境因素、企业因素和三个社会阶层,特征与自己的员工,企业和环保意识的员工,工资分配和性能评估,企业文化,工作环境,领导,员工的发展

35、机会和空间,员工和企业之间的心理契约是相同的,业务现状及发展前景,企业裁员,公司外部的诱惑,社会价值观,以市场为导向的就业机制,法律约束系统,社会诚信的国家等等。根据这一点,企业根据自己的实际情况,以下几个方面培养和提高员工忠诚度。招聘时间loyalty-oriented人员选择传统的招聘方法,招聘与选拔过程,重点通常放在研究工作,工作能力为代价的求职者了解性格和人格的事实,只要申请人的申请材料仔细审查和分析,还能获得其他有用的信息,例如,公司的候选人工作,平均工作时间的长度,离职原因等等。这些信息可以更倾向于排除那些辞职了。员工忠诚度水平的接受公司价值观? ?是密切相关的,因此,企业在招聘过

36、程中不仅看申请人的工作相关的技能,但也了解申请人的个人品质,价值,和企业价值观的差异程度的转型困难,等等,在招聘和作为一个重要的因素。文化身份和价值观?是合作的基础和业务专业人员,员工和企业文化,如果与标准或值? ?不同,那么他们将失去相互合作的前提,最终的结果不是一个业务的人才,人才的业务。此外,公司在招聘过程中诚实信用原则,诚实地沟通与申请人在招聘与选拔过程中,一些企业,尤其是中小企业,需要人才,为了尽快招募人才,往往夸大的通信性能的工作业务和前景,求职者和高承诺(如工资、住房、培训和发展机会,等等)。当求职者的企业工作才发现时间的承诺不兑现,然后业务可能会失去员工的信任,从而降低员工的忠

37、诚。第二,良好的新员工组织社会化社会组织是指个人在组织中从外面之前的员工学习过程的组织功能,这个过程,这样新员工进入组织的内部人员,组织,成为它的一部分。每年公司招募,选择一组新员工进入组织,无论新员工的第一份正式的工作,或者只是改变工作单位或部门,去一个新的组织一定会面临一个新的环境熟。成功适应,新员工的工作绩效,提高工作满意度和组织承诺,提高保留概率,未能适应新员工的角色模糊,工作投入,减少,降低工作满意度,打算离开强劲。显示了社会组织提高保留了决定性的作用,忽略了个人和社会组织的早期实践是无益的。企业应该是企业文化(价值取向),行业特点,商业模式,管理功能,等完全介绍给新员工,鼓励员工的思维模式,思维模式和行为适应企业。第三,大力促进企业的发展员工的忠诚从业务归属感,归属感的公司提供一个令人满意的结束。企业为员工提供一个满意的结束,我们应该发展作为最重要的任务。企业兴,忠诚公司每个员工的未来发