評論
打印
專八題目：
Should Companies Only Focus on Experience?
專八范文：
As one researcher observed,"At present many companies do not trust new graduates ,who may have learned mountains of theories but lack practical abilities," For many companies, they would like to rank working experience as top requirement in their recruitment programs. But,as a matter of fact,college students have spent years in taking compulsory courses and selective courses, how can they accumulate required experience in college? They can not help wondering whether companies should lay their emphasis on experience when recruiting college graduates. As for me, companies' focus on experience is short-sighted，and hence companies should not only lay stress on experience.
一位研究人員觀察到，“目前，許多公司不信任應屆生，應屆生雖然擁有許多理論知識，但是缺乏理論實踐。”對于許多公司來說，他們認為工作經驗是員工的首要要求。但是，事實上，大學生上了許多年的義務教育，以及選修課程，那么，他們又如何在大學獲得實踐經驗呢?人們不禁會想公司是否應該重視學生的經驗，尤其是在招人時。對于我來說，公司重視經驗是一種目光短淺的表現，公司不僅應該重視工作經驗。
Firstly, what lies behind their focus on experience is the motivation to cut expenditure in employee training. Another consideration is that experienced employees can produce immediate profits. For those employers,they are more interested in making money in the present than cultivating talents for the long-term benefits. They seem to lack long-term strategies of company development. Generally speaking, prestigious companies that have lasted for a dozen years, even hundreds of years, always have a systematic plan for talents training. They would like to bear the burden of new employee training expenditure for the long-term benefits. How can we expect those companies that are apathetic to recruit college graduates to reap profits in the future without enough supply of talented employees?
首先，他們重視經驗的原因是想減少對員工培訓的開銷。另一個考慮是擁有經驗的員工能夠馬上產生效益。對于這些公司來說，他們對掙錢感興趣，而不是為了培養人才。他們似乎缺少公司發展的長期規劃。一般來說，知名企業已經生存了數十年的時間，甚至是上百年，他們擁有一個培養人才的系統計劃。他們愿意培養新員工，這樣才能獲得長遠的利益。這些公司對招收應屆生不感興趣，而又想獲得長遠利益，卻又沒有有天賦的員工。
Secondly，while the recruitment of experienced employees can produce short-term profits, it is hard for those experienced employees to identify with the new companies' culture, and therefore, companies have to suffer from high employee attrition rates. Companies' cultural identities have been considered increasingly important to maximize productivity by holding both employees and employers together. Loyal employees are willing to stand by their companies in times of ups and downs. When employees frequently come and go,companies have to bear new hiring costs,costs of lost productivity ,cost of knowledge,skills and contacts that the person who is leaving is taking with them out of the previous companies. Obviously,the total expenditure of recruitment of experienced employees in the long term is likely to transcend the expenditure of training loyal employees in the beginning.
第二，招收有經驗的員工能夠產生短期利益，但是這些有經驗的員工卻無法適應公司的文化，所以，公司不得不承受員工的磨損率。人們認為公司的文化越來越重要，這樣的文化能夠產生效益最大化，并把員工和雇主結合起來。忠誠員工愿意與公司經歷低谷和成長。如果員工的辭職率過高，公司將承受招人的費用，客戶信息的費用，員工也會帶走他所獲得的技能和知識。很明顯，從長遠看，聘用有經驗的員工所花費的費用很有可能會超過培養應屆生的培訓費用。
In sum, companies focus on experience is indicative of the motivation of producing immediate profits by cutting expenditure in training inexperienced college students. In the long run,companies are likely to bearmore cost of high attrition rates. Therefore, companies should not only emphasize on experience and shouldgive opportunities to college graduates so lliat they can reap long-term profits.
總結，公司聘用有經驗的員工是想獲得既得利益，這樣他們就能夠減少培養應屆生的費用。從長遠來看，公司很有可能將承擔高受損率。所以，公司不僅要重視經驗，更應該給應屆生機會，這樣他們才能獲得長遠利益。
譯文屬可可英語原創，未經允許，不得轉載。
