求一篇人才流失的英文文章 急 我们英语课前每个人都要演讲 我需要一篇关于人才流失问题的文章,可以介绍什么是人才流失,流失的损失啦 什么什么的 大概不超过1000字就差不多了 一定要有

求一篇人才流失的英文文章 急 我们英语课前每个人都要演讲 我需要一篇关于人才流失问题的文章,可以介绍什么是人才流失,流失的损失啦 什么什么的 大概不超过1000字就差不多了 一定要有
求一篇人才流失的英文文章 急
我们英语课前每个人都要演讲 我需要一篇关于人才流失问题的文章,可以介绍什么是人才流失,流失的损失啦 什么什么的 大概不超过1000字就差不多了 一定要有翻译!我英语实在是烂》-《
也可以写中国流失在海外的的人才 原因什么的都可以

求一篇人才流失的英文文章 急 我们英语课前每个人都要演讲 我需要一篇关于人才流失问题的文章,可以介绍什么是人才流失,流失的损失啦 什么什么的 大概不超过1000字就差不多了 一定要有
Minimize Talent Loss
Businesses that are finally beginning to see signs of recovery are now facing a new threat—losing their most valued employees to a new job.Job satisfaction data shows that employee morale is lower than it has been in two decades and that nearly 22 percent of employees do not expect to be at their job a year from now.This is a trend we’ve seen time and time again:As soon as consumer confidence starts to recover,quit rates begin to rise.
The good news is that employees most likely to leave can often be reliably identified by a combination of factors.The secret is knowing which factors are most important and having the right plans in place to stem the tide before it starts.So what does it take to avoid losing your best,brightest,and most valuable employees to a new "recovery" job?Here are four essential strategies for staying ahead of the rush out your door:
1.Target the talent pools.Be strategic and rational as you make employee investments.Look closely to determine which talent pools in the company are truly critical to future success.Often companies don’t realize that the critical talent pool for future success may not be in the jobs that are critical right now.
2.Work the data.Measure and analyze potential drivers of employee turnover both externally and internally.Externally,companies should look at job markets,functions,and managers.Internally,managers should review data on employee personality,education,experience,and promotion history.
3."Embed" your employees.Motivation and morale are good,but companies looking to keep employees long term need to be focused on job "embeddedness." That means considering:fit,how well employees fit with their work,workplace,and community; links,the richness of their personal relationships with co-workers and the degree to which others depend on them; and sacrifice,the things they would need to give up if they left their job.
4.Identify growth opportunities.Survey findings consistently indicate that providing superior growth and development opportunities can reduce turnover.Incorporate training and development opportunities into the total rewards package that is offered.Be sure to explore development at all levels and age groups.Too often companies overfocus their development and training efforts on new employees and the younger workforce.
减少人才流失
企业是终于开始看到复苏的迹象正面临新的威胁,失去了最有价值的员工到一个新的工作.工作满意度的数据表明,员工士气低于它已在近二十年,而百分之22的员工不希望从现在到他们的工作是一年.这是我们已经看到了一次又一次的趋势：当消费者信心开始恢复,戒烟率开始上升.
好消息是,最有可能离开的员工往往是可靠的多种因素确定.这个秘密是知道哪些因素是最重要的地方之一,在扭转局面开始之前正确的计划.那么怎样才能避免失去你最好的,最亮,最有价值的员工到一个新的“恢复”工作?这里有四个保持领先出你的门冲基本战略：
1.目标的人才库.要有战略眼光,理性的,你使员工的投资.仔细观察才能确定哪些人才库中,该公司的真正未来的成功至关重要.公司经常没有意识到,未来成功的关键人才库,可能无法在作业,现在是至关重要的.
2.工作中的数据.测量和分析潜在的雇员流失司机外部和内部.在外部,企业应在就业市场上,功能和管理人员.在内部,管理者应检讨员工的个性,教育,经验和推广的历史数据.
3.“嵌入”你的员工.动机和士气都不错,但公司希望让员工长期需要在工作重点的“镶嵌”.这意味着考虑到：健康,多么好员工,他们的工作,工作场所和社区配合,联系,与同事的丰富性和他们的个人关系在何种程度上依赖于这些人,和牺牲的东西,他们将需要放弃如果他们离开他们的工作.
4.找出增长的机会.调查结果一致显示,提供超群的成长和发展机会,可以减少营业额.培训和发展机会纳入到总包提供的奖励.一定要探索在各级和年龄群体的发展.往往他们的发展和企业过度聚焦于新员工培训工作和年轻的员工队伍.

哪里的人才流失？流失什么样的人才？为什么会人才流失？这个有事实依据吗？等等这些问题你知道吗？如果我们认为你不是在瞎编乱造些没有事实依据假说的话就应该有权知道这些的。