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1、中译英1¡人力资源规划的重要性Importanceofhumanresourceplanning考虑到美国劳动力队伍这些现实情况:ConsiderthesefactsabouttheU.S.laborforce:1.在2000年到2010年之间,就业人数将从1.46亿上升至1.68亿。Between2000and2010,employmentwillrisefrom146millionto168millionworkers2.到2010年,劳动力队伍的平均年龄将从1979年的34.7岁上升到41岁。同时,45岁到54岁
2、之间的劳动者将增加52%,而35岁到44岁之间的劳动者将减少10%。In2010,theaverageageofworkforcewillbe41,upfrom34.7in1979.Whilethegroupofworkersage45to54willhaveincreasedby52%,thegroupbetween35and44willhaveshrunkbymorethan10percent3.今天劳动力队伍的三分之一由兼职者、临时工人和自谋职业者构成Todaynearlyone-thirdoftheworkfo
3、rceiscomposedofpart-timers,temporaryworkers,andtheself-employed.4.到2010年,妇女将占劳动力队伍的48%Womenwillmakeupapproximately48percentoftheworkforcein2010.5.有五种职业被预期将获得超过平均水平的增值率,技术工人、服务业工人、专业技术人员、销售代表、经营管理人员。这些职业需要更高的教育和技能水平。Thefiveoccupationsexpectedtoexperiencefaster-th
4、an-averagegrowtharetechnicians,serviceworkers,professionals,salesrepresentatives,andexecutiveandmanagerialemployees.Theseoccupationsrequirethehighesteducationandskilllevels.6.在下一个十年中,将新增130万个高技术就业岗位。然而,增长最快的部门将是服务业。Overthenexttenyearsanother1.3millionhigh-techjo
5、bopeningswillbecreated.However,thefastest-growingsectorwillbeinserviceindustry.7.管理者如何应对所有这些变化?他们如何确保能够为他们的组织在正确的时间找到正确的人来做正确的事情?劳动力市场的剧烈变化要求管理者更多地参与人力资源规划,因为这些变化不仅仅影响到雇员招聘,而且对雇员选拔、培训、薪酬和激励等各个方面都有影响。尽管人力资源规划总是管理的核心过程之一,但是对它的重要性的强调在一些特定情况下尤为关键,例如当公司考虑兼并、缩减规模、重新安排
6、工厂地址或关闭正在运营的设施时。Howdomanagerscopewithallthesechanges?Howdotheymakecertaintheyhavetherightpeopleattherighttimedoingtherightthingsfortheirorganization?DramaticshiftsinthecompositionoflaborforcerequirethatmanagersbecomemoreinvolvedinHRP,sincesuchchangesaffectnotonl
7、yemployeerecruitmentbutalsomethodsofemployeeselection,training,compensation,andmotivation.Althoughplanninghasalwaysbeenanessentialprocessofmanagement,increasedemphasisonHRPbecomesespeciallycriticalwhenorganizationconsidermergers,relocationofplants,downsizing,ort
8、heclosingofoperatingfacilities.20currencydeposit,weprescribeapassonaregularbasis,qilucardaccountonaregularbasis),certificatebondsandsavingsbonds(electronic);3.notdraw