提高员工忠诚度的策略毕业论文外文翻译

外文翻译1.外文原文OnastrategytoenhanceemployeeloyaltyPapersCategory:ManagementPapers-HumanResourceManagementPapersPostTime:2011-9-211:01:00Abstract:Thisarticlefocusesonthecultivationofemployeeloyaltyandenhance,fromrecruitment,tocreateaworkingenvironment,payandbenefits,employeetrainingandcareerplanning,incentives,loyaltymanagementin10areas,madetheappropriatemanagementstrategy.Keywords:socialorganizationloyaltyincentivepaysystemFactorsaffectingemployeeloyaltycanbedividedintoemployeespersonalfactors,environmentalfactors,businessfactorsandthreesocialclasses,characteristicsrelatedtotheirownemployees,employeesofenterprisesandenvironmentalawareness,salarydistributionandperformanceassessment,corporateculture,workenvironment,leadership,tostaffdevelopmentopportunitiesandspace,thepsychologicalcontractbetweenemployeesandenterprisesarethesame,thebusinesssituationanddevelopmentprospects,corporatelayoffs,thetemptationtoexternalcompanies,socialvalues,market-orientedemploymentmechanism,legalrestraintsystem,socialintegrityofthestateandsoon.Inlightofthis,companiesaccordingtotheiractualsituation,thefollowingaspectstonurtureandenhancestaffloyalty.Arecruitmentperiodastheloyalty-orientedpersonnelselectionThetraditionalmethodofrecruitment,therecruitmentandselectionprocess,emphasisisoftenplacedontheabilitytoworkstudyjob,theexpenseofjobseekersunderstandthecharacterandpersonalityfactaslongastheapplicant'sapplicationmaterialscarefullyreviewandanalyze,butalsotoobtainotherusefulinformation,forexample,companiesinwhichthecandidateshaveworked,theaveragelengthofworkinghours,reasonsfordeparture,etc.Theseinformationcanbeagreatertendencytoprecludethosewhoquitthejob.Thelevelofemployeeloyaltytotheirlevelofacceptanceofcorporatevalues??arecloselyrelated,sobusinessesintherecruitmentprocessnotonlylookattheapplicant'sworkrelatedskills,butalsounderstandtheapplicant'spersonalqualities,values,andtheextentofdifferencesincorporatevaluesandthetransformationofdifficulty,etc.,andasanimportantconsiderationinhiringornot.culturalidentityandvalues??isthebasisforcooperationandbusinessprofessionals,employeesandcorporateculture,ifcontrarytothestandardsorvalues??differ,thentheywouldlosethemutualcooperationpremise,theendresultisnotabusinessoutoftalent,talentthatisoutofbusiness.Inaddition,companiesintherecruitmentprocesstotheprincipleofgoodfaith,tocommunicatehonestlywithapplicantsintherecruitmentandselectionprocess,someenterprises,especiallySMEs,needtalent,inordertorecruitqualifiedpersonnelassoonaspossible,oftenwiththejobwhoexaggeratethecommunicationperformanceofthebusinessandprospects,andhighcommitmenttothejobseekers(suchassalary,housing,traininganddevelopmentopportunities,etc.)Whenjobseekerstobusinessenterprisesinthejobonlytofindthetimecommitmentisnotfulfilled,thenthebusinessislikelytolosethetrustofemployees,resultinginreducedemployeeloyalty.Second,goodorganizationalsocializationofnewemployeesSocialorganizationreferstotheindividualintotheorganizationfromtheoutsidebeforethemembersofstafftobeorganizationalfunctionsofthelearningprocess,thisprocesssothatnewemployeesintotheorganization'sinternalstaff,intothetissues,andbecomeapartofit.Everyyearcompaniesrecruit,selectagroupofnewemployeesintotheorganization,regardlessofnewemployeesinthefirstformaljob,orjustchangetheworkunitordepartment,justgotoaneworganizationisboundtofaceanewenvironmentandre-adapt.toadaptsuccessfully,thenewemployee'sjobperformance,jobsatisfactionandorganizationalcommitmenttoimprove,increasetheretentionprobability,thefailuretoadapttothenewemployee'sroleambiguity,jobinvolvement,reduced,reducedjobsatisfaction,intentiontoleavestrong.whichshowstheorganizationofsocietytoimprovetheretentionofadecisiverole,ignoringtheearlierpracticeofindividualandsocialorganizationsareunhelpful.enterprisesshouldbethecorporateculture(valueorientation),industrycharacteristics,businessmodel,managementfeatures,etc.fullyintroducedtonewemployees,toencouragetheiremployeestothemodeofthinking,mentalmodelsandbehaviortoadapttotheenterprise.Third,vigorouslypromotethedevelopmentofenterprisesEmployeeloyaltyfromthebusinesssenseofbelonging,andsenseofbelongingfromthecompanytoprovideasatisfactoryend.Enterprisestoprovideemployeeswithasatisfactoryend,weshouldtakedevelopmentasthemostimportanttask.EnterprisesXing,theloyaltyEachemployeeofthecompany'sfuturedevelopmenthasitsownjudgmentsandexpectations,thestaffthatthecompanycanachieveefficientdevelopmentandlong-termpresenceofnaturallyhaveastrongsenseofbelongingandloyalty,whichrequiresustogiveprioritytothedevelopmentofenterprises,businessesrelyonthedevelopmentofexcellencetostimulateemployeeprideandenhanceemployeesatisfaction,butalsorequiresthatwestrivetobuildasharedvision,aclearpracticalandencouragingthedevelopmentofstrategicanddevelopmentgoalsandtargetsSpecifically,itwillrefinethevisionofgoalsandgoalpostsforthestage,inordertoinspireabetterfutureforenterpriseemployeesasenseofmission,responsibilityandjobenthusiasm,wonthetrustandloyaltyofemployees.Fourth,improvetheperformanceappraisalsystemandsalarysystemFirst,enterp