專八作文易考范文背誦25：公司只重視實踐經(jīng)驗嗎

As one researcher observed,

一位研究人員觀察到

At present many companies do not trust new graduates,

目前許多公司不信任應屆生

who may have learned mountains of theories but lack practical abilities.

應屆生雖然擁有許多理論知識但是缺乏理論實踐。”

For many companies,

對于許多公司來說

they would like to rank working experience

他們認為工作經(jīng)驗

as top requirement in their recruitment programs.

是員工的首要要求。

But, as a matter of fact,

但是事實上

college students have spent years in taking compulsory courses

大學生上了許多年的義務教育

and selective courses,

以及選修課程

how can they accumulate required experience in college? ?

那么他們又如何在大學獲得實踐經(jīng)驗呢?

One can not help wondering

人們不禁會想

whether companies should lay their emphasis on experience

公司是否應該重視學生的經(jīng)驗

when recruiting college graduates.

尤其是在招人時。

As for me,companies focus on experience is short-sighted,

對于我來說公司重視經(jīng)驗是一種目光短淺的表現(xiàn)

and hence companies should not only lay stress on experience.

公司不僅應該重視工作經(jīng)驗。

Firstly, what lies behind their focus on experience is the motivation

首先他們重視經(jīng)驗的原因是

to cut expenditure in employee training.

想減少對員工培訓的開銷。

Another consideration is

另一個考慮是

that experienced employees can produce immediate profits.

擁有經(jīng)驗的員工能夠馬上產(chǎn)生效益。

For those employers,

對于這些公司來說

they are more interested in making money in the present than

他們對掙錢感興趣

cultivating talents for the long-term benefits.

-而不是為了培養(yǎng)人才。

They seem to lack long term strategies of company development.

他們似乎缺少公司發(fā)展的長期規(guī)劃。

Generally speaking,

一般來說

prestigious companies that have lasted for a dozen years,

知名企業(yè)已經(jīng)生存了數(shù)十年的時間

even hundreds of years,

甚至是上百年

always have a systematic plan for talents training.

他們擁有一個培養(yǎng)人才的系統(tǒng)計劃。

They would like to bear the burden

他們愿意

of new employee training expenditure for the long-term benefits.

-培養(yǎng)新員工這樣才能獲得長遠的利益。

How can we expect those companies

這些公司對招收應屆生

that are apathetic to recruit college graduate to

不感興趣

reap profits in the future

而又想獲得長遠利益

without enough supply of talented employees?

卻又沒有有天賦的員工。

Secondly, while the recruitment of experienced employees can produce short-term profits,

-第二招收有經(jīng)驗的員工能夠產(chǎn)生短期利益

it is hard for those experienced employees to

但是這些有經(jīng)驗的員工卻無法

identify with the new companiesculture,

適應公司的文化

and therefore, companies have to suffer from high employee attrition rates.

所以公司不得不承受員工的磨損率。

Companiescultural identities have been considered increasingly important

人們認為公司的文化越來越重要

to maximize productivity by holding both employees and employers together.

這樣的文化能夠產(chǎn)生效益最大化并把員工和雇主結合起來。

Loyal employees are willing to stand by their companies in times of ups and downs.

忠誠員工愿意與公司經(jīng)歷低谷和成長。

When employees frequently come and go,

如果員工的辭職率過高

companies have to bear new hiring costs,

公司將承受招人的費用

costs of lost productivity, cost of knowledge, skills and contacts that the person

客戶信息的費用

who is leaving is taking with them out of the previous companies.

員工也會帶走他所獲得的技能和知識。

Obviously,the total expenditure of recruitment of experienced employees in the long term

很明顯從長遠看聘用有經(jīng)驗的員工所花費的費用

is likely to transcend the expenditure of training loyal employees in the beginning.

很有可能會超過培養(yǎng)應屆生的培訓費用。

In sum, indicative of companiesfocus on experience is the motivation of producing immediate profits

總結公司聘用有經(jīng)驗的員工是想獲得既得利益

by cutting expenditure in training inexperienced college students.

這樣他們就能夠減少培養(yǎng)應屆生的費用。

In the long run, companies are likely to bear more cost of high attrition rates.

從長遠來看公司很有可能將承擔高受損率。

Therefore, companies should not only emphasize on experience

所以公司不僅要重視經(jīng)驗

and should give opportunities to college graduates

更應該給應屆生機會

so that they can reap long-term profits.

這樣他們才能獲得長遠利益。