2017年职称英语 考试 报名_2017职称英语综合类阅读精选：HowtoReduceEmployeeTurnover

　How to Reduce Employee Turnover如何减少员工流失

　　1.The Chief Executive of a large hotel became aware that his company was experiencing annual employee turnover of about 60 percent, at an annual cost estimated between $10 to $15 million. This large amount of money was calculated based on three factors: the money spent hiring and training replacements; the cost to the business in lower productivity due to employees becoming familiar with the requirements of their new job; and reduced occupancy rates，due to poor guest satisfaction levels.

　　1、一家大型酒店的总裁注意到，公司正在经历着每年流失60%的雇员的问题，这种情况造成每年成本增加1000万到1500万。这么大量的资金是根据以下三个因素算出来的：雇佣和培训新员工的花费，新员工要熟悉新工作 的要求而产生的较低的生产率造成的企业成本升高，以及由于顾客满意度差而导致客房使用率下降。

　　2.The Chief Executive knew that in order to save his company, he had to reduce the high turnover costs. Making up for the lost income due to turnover is not an easy task and many companies have not declared war on unwanted employee turnover because they have not taken the time to work out the costs of lost revenues and productivity. The hotel boss decided to tackle the issue head-on by implementing a 4-point plan. The hotel first took the time to calculate their turnover costs; secondly to evaluate the main causes for the staff turnover; and thirdly to discuss some of the solutions to the problems; and lastly to prioritize actions and evaluate future returns following implemented changes.

　　2、这位总裁已经意识到，为了拯救他的公司，他必须减少髙额的员工流失成本。弥补由员工流失所造成的收入损失不是一件容易的事情，而且目前 许多公司还没有表示要应对不必要的员工流失，因为这些公司还没有时间去 搞清楚收入和生产率损失所造成的成本增加。但是这家酒店的老板决定要直面这个问题并且解决它。他提出了四点计划：首先，计算员工流失成本;然 后估计这些员工流失的主要原因;第三，讨论如何解决这些问题;最后确定行动方案并且评估实施这些方案之后的未来收益。

　　3.Within a two-year period, the results were significant. The annual employee turnover was reduced by 78 percent and this affected down time due to training and guest satisfection. The result was a $10 million savings for the company.

　　3、这个方案实施了两年，效果显著：每年员工流失率下降了78%，而且 由于省去了对新员工的培训，加上顾客满意度的提高，酒店营业时间也比原来更长了。最终的结果是酒店节省了1000万美元。

　　4.Because most do not know the root causes of employee turnover and costs have often not been accurately estimated, causes are usually not known. As a result, solutions are commonly not targeted at a company’s individual, specific causes. The following is an examination of what the Chief Executive did to turn the hotel around.

　　4、大多数公司都不知道员工流失的根源在哪里，也没有准确地估算成本， 从而弄不清真正的原因。结果就是公司缺乏针对单个具体问题的解决方式。 以下是我们对那个总裁所采取的拯救酒店的具体行动的分析。

　　5.Two fectors were considered in relation to the calculation of costs: those departments who had the highest rates of turnover and those whose turnover had the greatest potential effect on profit. After some investigation, it was shown that some of the positions with the highest turnover rates such as cleaners and gardeners did not carry with them high associated costs. In fact，what was revealed was that only 6 percent of employees accounted for 43 percent of the turnover. Positions that involved a substantial amount of time in training were the ones that attracted the highest costing. Analysis revealed that those positions within the hotel which had the greatest impact on profit were positions like the front office receptionists and those working in accounts.

　　5、在计算成本的时候要考虑两个因素：那些员工流失率的部门和那些员工流失对于利润来说潜在影响的部门。经过调查研宄我们得出结论， 在那些员工流失率的部门中，一些职位的员工流动并不会产生较高的成 本，比如清洁员和园丁。实际上，这项调查所揭露的真相是，43%的人员流 失都是由占总员工数仅6%那一群体所造成。那些需要大量培训时间的职位会带来的成本投入。分析表明，对酒店利润有影响的职位是前台接待和财务人员。

2017职称英语综合类阅读精选：How to Reduce Employee Turnover.doc

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