人才储备英文翻译

Second, solve the undergraduate difficult obtain employment countermeasures 1. The relevant government departments should deepen reform, provides policy support for graduates (1) the policy guidance, encourage graduates to small and medium-sized enterprises, remote areas and grassroots unit obtain employment. At present, the small and medium-sized enterprise development, need lots of talents, this is one of the main channel of the graduates' employment. In addition, the government should actively graduates to remote areas and grassroots unit work to create conditions: open perennial and standardization of the channel, and strengthen the propaganda guidance work; For the graduates to work units at the grass-roots level provide some preferential policies. (2) establish and consummate employment information network system and implement the resources sharing. Use accurate, efficient, comprehensive collection, screening, evaluate all kinds of information, realize the sharing resources of both the supply and the demand. Give full play to the role of network in graduate employment, the governments at various levels, education departments and various universities should seize the employment information network construction, establish a nationwide unified demand information database of graduates' employment, improving the informationization level and information resource utilization. 2. The employing unit shall on-demand ZeRen, reasonable replacement dead wood (1) according to needs to introduce different levels of graduates. The employing units to change the idea, on-demand ZeRen candidate. High-level graduates is to foster scientific research, technical development, the low levels of graduates talent is to cultivate the specific operation talents. Only reasonable to introduce different levels of graduates, will meet the employing units at all levels to talented person's demand, making all kinds of talents have animations. (2) to accelerate talents reserves, rational replacement dead wood. Enterprises are the mainstay of absorbing college graduates, although many enterprises are faced with the problem, but over-staffed high level talented person still shows insufficient, enterprise technology innovation ability is not strong, leading to low enterprise competitiveness. Therefore, enterprises should seize the opportune time, actively recruit university graduates, strengthening talents reserves, adjust the personnel structure, while displacement can not adapt to the development of their own, thus enhancing enterprise of dead wood energy. 3. Running universities must adapt the market, strengthen the graduates employment guidance and services (1) deepening education teaching reform, make professional setting more conform to social needs. Colleges and universities must pay close attention to the development of the employment market in a wide range of change, and to be the basis of investigation and the employment situation and each major of talent demand trends scientific forecast, to determine their own school-running mode, education level, professional Settings and teaching contents, vigorously develop social demand is big features of professional. (2) the improvement of the employment guidance, wide open employment channels for graduates to create the good employment platform. Universities should through the employment guidance and employment consult, lectures, seminars etc. Various forms, strengthen graduates finding employment guidance for students, career development planning and design, and help them to change their views on employment, the determination of reasonable employment goals. At the same time, to open channels, active strengthening the extensive contacts with unit of choose and employ persons, give full play to its own both understands the student, and familiar with unit of choose and employ persons, actively the advantage for them for graduates, matchmaking provide wider employment space. 4. The graduates to update the sense of employment, develop good employment quality (1) the attention comprehensive skills training, improve overall quality. The graduates to think in the fierce competition in the employment success, must conscientiously through professional learning, social practice mode, continuously improve their comprehensive quality, and cultivate their innovation spirit and practice ability, to meet the needs of society for talents. (2) update employment concept, determine appropriate employment expectation. In the higher education "pop" era, graduates have to update the employment concept, establish of "employment first, entrepreneurial" the employment consciousness again.

Executives internal promotion and external recruitment internal promotion of the advantages and disadvantages of analysis (also known as "inside the system or") Is promoted from within the organization's staff who is competent to enrich the organization's vacant position. Advantages: 1) a better understanding of the strengths and weaknesses of the candidates; 2) the organization was to enhance the members of the organization a better understanding of the history and development; 3) can be upgraded to motivate staff to work harder to improve their own work; 4) organizations can inspire the morale of the other members of the work to have a good working mood; 5) so that members of the Organization of the return on training investment. Disadvantages: 1) When the organization in charge of personnel for the future a larger gap between supply and demand, and internal talent pool can not satisfy the need, from internal promotion, both organizations will lose the opportunity to obtain first-class talents, but also allow incompetent persons in charge of things, according to the location of ; 2) easily lead to \ "inbreeding \"; 3) only a limited number of upgrade, easy to hurt those who do not upgrade External recruitment of managers the advantages and disadvantages: External recruitment is obtained from outside the organization, especially those who play a key role of managers. It was also called the "airborne." External recruitment officers that has its merits: 1) a wider pool of candidates; 2) to avoid inbreeding, can bring new ideas to enable organizations to prevent the rigid; 3) organization to those who do not have the enthusiasm of those who suffered, to avoid the organization's lack of unity among its members; 4) can be saved on the charge of personnel training costs. External recruitment has its shortcomings: 1) If the organization the person is not competent to choose from, and will recruit from the outside he was unfair and prone to non-cooperative attitude of candidates; 2) candidates for the organization to understand the need for a process; 3) easy for candidates of the surface (such as qualifications, experience, etc.) Mongolian disadvantages, and can not be a clear understanding of their true ability.