ü 实践操作
Companies should retain the talented staff by various means including regular training. Therefore, some measures should be taken to evaluate the effectiveness of training programmes to satisfy staff’s real needs and motivate them. First, companies can organise formal ways of evaluation. Formal evaluation formats include written tests, appraisals and simulation tests. These formats can guarantee reliable and objective results to evaluate the effectiveness. Second, regular dialogues should be held to know their progress and their complaints. Both line managers and management teams should use every possible opportunity to ask opinions on the effectiveness to get first-hand information. The above mentioned is not all approaches to evaluation but is what I believe the most frequently used ones.
u Personnel Management: the importance to a company of having well motivated staff
ü 思路拓展
Motivated staff can contribute more to the company, such as more innovation, and more productivity.
Motivated staff can be loyal to the company and bring long-term benefits.
ü 话语连接
It is very important to have a stable workforce, especially motivated workforce. The reasons are as follows. First, well-motivated staff can contribute more to the company.
Second, well-motivated staff will definitely bring long-term benefits.
Overall, companies should consider measures to make sure their workforce is well-motivated and bring out more productivity.
ü 实践操作
It is very important to have a stable workforce, especially motivated workforce. The reasons are as follows. First, well-motivated staff can contribute more to the company. For instance, line workers can present innovative measures to refine production procedures. Quality control staff can make much more painstaking screening on the goods. Second, well-motivated staff will definitely bring long-term benefits. Well-motivated staff are bound to be loyal to the company. Therefore, companies can save costs on recruitment, maintain staff morale, and keep your company secrets safe. Overall, companies should consider measures to make sure their workforce is well-motivated and generate more benefits and returns to the company.
Businesspassagereading
VI. Business Passage Reading.
Money alone just won’t cut the mustard
Dennis Eng
Higher pay, a rapidly growing pool of fresh graduates and a greater sense of entrepreneurship are transforming the mainland’s talent landscape.
This comes as more multinationals face the growing challenges of recruiting and retaining staff, human resources experts warn.
“You have to offer more than just monetary compensation. I think that’s short-term and lazy approach,” said James Hulbert, Nortel Networks (Asia)’s talent strategist for Greater China.
Xie Dong, group vice-general manager of mainland developer China Vanke, agreed, pointing out that difficulties in overcoming differences in corporate cultures remained a key problem for many foreign companies recruiting and training local staff.
This is not just limited to differences between Chinese and western corporate styles and cultures but to differences specific to individual cities and provinces.
Mak Ping-on, senior vice-president of human resources for GE Consumer Finance Asia, said this issue would become even more evident when the hukou system was removed, Hukou refers to a wartime system of identifying residents of cities and provinces and restricting their movements to other areas of China.
“If you are a company in Shanghai and you want to recruit some one from another province, you have to go through a lot of paperwork, Mr. Mak said.
Even when the recruitment was complete, animosities between people from different cities and provinces might arise.
This and unfamiliarity with western corporate culture, especially among graduates, has led to a relatively high staff turnover.
According to Daisy Dai, vice-president of human resources with L’Oreal China, staff turnover in its marketing team is about 15 per cent.
“A lot of our fresh graduates have left. In fact, we almost lost all of them as they found the leaning process painful,” Ms Dai said.
L’Oreal China receives 100 times more job applications than the number of positions available.
The flood of fresh graduates of local talent has also led to a marked convergence in salaries.
mustard noun [uncountable]
1 a yellow sauce with a strong taste, eaten especially with meat
2 a plant with yellow flowers and seeds that are used to make mustard sauce
3 a yellow-brown colour
4 cut the mustard
informal to be good enough to do something
Other magazines have tried to copy ZAPP, but have never quite cut the mustard.
animosity noun[uncountable and countable] plural animosities
strong dislike or hatred ￚsynonym hostility
animosity between
There is no personal animosity between the party leaders.
animosity towards/against
She felt a certain amount of animosity towards him.
converge verb [intransitive]
1 to come from different directions and meet at the same point to become one thing
ￚopposite diverge
The two rivers converge into one near Pittsburgh.
2 if groups of people converge in a particular place, they come there from many different places and meet together to form a large crowd
converge on
Reporters converged on the scene.
3 if different ideas or aims converge, they become the same
ￚopposite diverge
Cultural beliefs about the role of women converge with government policies.
ￚconvergent adjective
The member states should start to have more convergent policies.
Homework
VII. Homework
1.
l The bar chart below shows the quantity of sales made by all retailers in Britain on each day of the week for the years 1996 and 2000.
l Using the information from the bar chart, write a short report describing all the changes that took place between 1996 and 2000.
l Write 120-140 words on the separate answer paper provided.
