要姑娘嗎 發問時間: 社會與文化語言 · 1 0 年前

【英文】誰能幫我翻一下這篇文章??20點~急~感恩~

不要翻譯軟體或線上翻譯的~翻起來怪怪的!~感恩唷~

The most admired companies in America have at least one thing in common: They all pay careful attention to the management of that most precious asset, their employees. General Electric, which appears at the top of many “best-managed”lists, has made training and development one of its top priorities. Through ongoing training, assignment rotation, and performance evaluation, GE gives promising managers the skills and seasoning they need to move up and handle increased responsibilities. The company has also created a unique mentoring program which pairs tech-savvy younger employees with tech-wary senior managers. As the younger employees teach the senior managers how to navigate the Internet, both benefit from the sharing of ideas and expertise. Given GE’s intense focus on human resources, it is not surprising that the company attracts 20applicants for every job opening.

Another company widely admired for its manage-ment of human resources is Southwest Airlines. Consis-tently profitable in a notoriously competitive industry, Southwest hires a mere 4 percent of the 90,000 people who apply for jobs every year. The airline uses personal-ity tests to identify applicants with the right mix of cando attitude, communication skills, decision-making skills, and team spirit. New hires are immersed in intensive training at the company’s University for People before they start their job. When internal conflicts occasionally erupt between employees who handle different jobs, Southwest has the employees switch jobs for a day so they can see things from the other side-a tactic that generally diffuses the tension.

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這似乎是譯言堂翻出來的唷= =!

2 個解答

評分
  • 1 0 年前
    最佳解答

    最受欽佩的美國公司之少有一件事情是相同的:他們都十分細心、注意地管理最珍貴的資產 - 他們的員工。在許多最佳管理的清單上名列前茅的通用電器,已經制訂訓練和發展為他們其中一個優先順序。雖然正在進行訓練、工作輪班和績效評估,通用電器給予有前途的主管(相關)技術,給予年資高的主管升遷來處理更大的責任。通用電器也創造了一個獨特的顧問程式,使得科技通的年輕員工能和不習慣科技產品的資深主管能夠配合在一起。當年輕員工教資深的員工如何瀏覽網路,雙方在分享想法和專業知識的過程中都受益。再聚焦看看通用電器的人力資源,通用電器每個開放的職務可以吸引20個求職者前來應徵並不讓人驚訝。另一個因為人力資源管理而廣為欽佩的公司是西南航空。在惡劣競爭的產業中持續獲利,西南航空每年只在90000個應徵者中開放4%的名額。這家航空公司用個人性質測驗來分辨應徵者樂觀進取的正確態度,其中包括了溝通技巧、決策能力和團體精神。新進人員被密集的訓練所淹沒,在還沒正式工作前一視同仁。當處理不同工作的員工間偶爾爆發的衝突時,西南航空讓員工交換工作一天,這樣他們就可以從另外一個角度看事情 - 一個通常可以化解緊張的策略。

    給你參考看看

    參考資料: me
  • 1 0 年前

    我想應該是這樣:

    在美國的最多讚美的公司有共同的至少一件事物: 他們全部對那個大多數的寶貴資產的管理給予小心的注意,他們的職員。一般的電動,哪一個在多數的頂端和 ldquo 出現;最好-處理”目錄,已經做訓練和發展它的頂尖優先之一。透過進行中的訓練,任務旋轉和表現評估, GE 給有希望的經理技術和乾燥法他們需要移動在而且上面處理增加的責任。

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