一位研究人员观察到
At present many companies do not trust new graduates,
目前许多公司不信任应届生
who may have learned mountains of theories but lack practical abilities.
应届生虽然拥有许多理论知识但是缺乏理论实践。”
For many companies,
对于许多公司来说
they would like to rank working experience
他们认为工作经验
as top requirement in their recruitment programs.
是员工的首要要求。
But, as a matter of fact,
但是事实上
college students have spent years in taking compulsory courses
大学生上了许多年的义务教育
and selective courses,
以及选修课程
how can they accumulate required experience in college? ?
那么他们又如何在大学获得实践经验呢?
One can not help wondering
人们不禁会想
whether companies should lay their emphasis on experience
公司是否应该重视学生的经验
when recruiting college graduates.
尤其是在招人时。
As for me,companies focus on experience is short-sighted,
对于我来说公司重视经验是一种目光短浅的表现
and hence companies should not only lay stress on experience.
公司不仅应该重视工作经验。
Firstly, what lies behind their focus on experience is the motivation
首先他们重视经验的原因是
to cut expenditure in employee training.
想减少对员工培训的开销。
Another consideration is
另一个考虑是
that experienced employees can produce immediate profits.
拥有经验的员工能够马上产生效益。
For those employers,
对于这些公司来说
they are more interested in making money in the present than
他们对挣钱感兴趣
cultivating talents for the long-term benefits.
-而不是为了培养人才。
They seem to lack long term strategies of company development.
他们似乎缺少公司发展的长期规划。
Generally speaking,
一般来说
prestigious companies that have lasted for a dozen years,
知名企业已经生存了数十年的时间
even hundreds of years,
甚至是上百年
always have a systematic plan for talents training.
他们拥有一个培养人才的系统计划。
They would like to bear the burden
他们愿意
of new employee training expenditure for the long-term benefits.
-培养新员工这样才能获得长远的利益。
How can we expect those companies
这些公司对招收应届生
that are apathetic to recruit college graduate to
不感兴趣
reap profits in the future
而又想获得长远利益
without enough supply of talented employees?
却又没有有天赋的员工。
Secondly, while the recruitment of experienced employees can produce short-term profits,
-第二招收有经验的员工能够产生短期利益
it is hard for those experienced employees to
但是这些有经验的员工却无法
identify with the new companiesculture,
适应公司的文化
and therefore, companies have to suffer from high employee attrition rates.
所以公司不得不承受员工的磨损率。
Companiescultural identities have been considered increasingly important
人们认为公司的文化越来越重要
to maximize productivity by holding both employees and employers together.
这样的文化能够产生效益最大化并把员工和雇主结合起来。
Loyal employees are willing to stand by their companies in times of ups and downs.
忠诚员工愿意与公司经历低谷和成长。
When employees frequently come and go,
如果员工的辞职率过高
companies have to bear new hiring costs,
公司将承受招人的费用
costs of lost productivity, cost of knowledge, skills and contacts that the person
客户信息的费用
who is leaving is taking with them out of the previous companies.
员工也会带走他所获得的技能和知识。
Obviously,the total expenditure of recruitment of experienced employees in the long term
很明显从长远看聘用有经验的员工所花费的费用
is likely to transcend the expenditure of training loyal employees in the beginning.
很有可能会超过培养应届生的培训费用。
In sum, indicative of companiesfocus on experience is the motivation of producing immediate profits
总结公司聘用有经验的员工是想获得既得利益
by cutting expenditure in training inexperienced college students.
这样他们就能够减少培养应届生的费用。
In the long run, companies are likely to bear more cost of high attrition rates.
从长远来看公司很有可能将承担高受损率。
Therefore, companies should not only emphasize on experience
所以公司不仅要重视经验
and should give opportunities to college graduates
更应该给应届生机会
so that they can reap long-term profits.
这样他们才能获得长远利益。
