外文翻译--中小企业招聘中的技能短缺(编辑修改稿)

外文翻译--中小企业招聘中的技能短缺(编辑修改稿)内容摘要：

a policy of developing and growing talent inhouse is in place. A succession planning system is now in development to further enhance this. Continuous improvement is one of the core values, and models to assist career planning in the pany and in future careers outside the pany are being introduced. Recruitment methods cover a wide range of tools, although psychometrics is only just being piloted to see if they add value to the process at a senior level. Remuneration Remuneration is very much market led. The market in the industry changes very rapidly, and an updated salary survey is needed to ensure the rates are in line with the market. Attempts to grade and band pay within jobs are in place. The bonus system is team based and linked to specific targets. The benefits package is part of the attempt to recruit staff as well as being part of the core value system. Classic entrepreneurial panies: case study – Property Company Company Y is a wholly privately owned independent property database and property database training organization. The pany started trading five years ago as a oneperson organization. It has since grown to the size where it employs 30 people on a fulltime basis and several on a parttime basis. It is quoted as one of the top 100 of smaller panies in the UK. It is distinguished from other smaller panies by the similarities to larger organizations with respect to people management systems. The pany has a philosophy that employees make the difference between business success and failure and consequently it is a high pany priority that fair and equal people management systems are in place. It provides a good example of an emergent style of people management. Recruitment The main criteria for the Recruitment of: ▪technical staff is the skills they possess in order to do the job。 ▪secretarial staff is the experience of doing the type of work。 ▪inputers, is the ability to type – experience of this type of work could not have been gained in other work experience – the pany provides further training. Whether the individual is local or not is not of little relevance. The pany has used agencies and also local and national advertising. They have had the most success recently from a local paper advertisement where the pany is aiming to attract a broader age range of staff to input data on the database. Present recruitment methods will remain in use in the future as the procedure in place has assisted in growing the business. Remuneration The pany tends to set pay levels according to the existing skills of those recruited. However, they also stress that it has to relate to what people are already paid in the organization. It is difficult to recruit someone who is looking to earn 163。 14K when there is already someone in the organization doing the same work for 163。 12K. In order to set initial levels, the pany looks at market rates and relates these to levels in the organization. Contributions are measured on an ongoing basis with the use of annual appraisals. This is supplemented by the continuous assessment of staff by their managers. While the Managing Director of the pany does retain the ultimate decisionmaking authority for remuneration, it is rarely enforced. The process adopted is that the MD informs managers of the amount available for distribution and they then decide on levels to be set. Case study – Card Protection Plan Card Protection Plan is a privately owned pany. Its core business is providing a loss reporting service to card issuers for their card holders. The pany is quoted as one of the top 100 performing private panies in the UK. Its success has mushroomed since formation in 1980. The pany currently employs around 180 people. The pany provides a good example of a proactive management style which seeks to align the management of human resource issues with the achievement of the business strategy. Recruitment Recruitment is skills driven, neither industry nor locality driven. Previous experience of working in the industry is not essential。 however, the skills for the job are important and would be expected. The key personnel are the telephone customer care operators. The type of individual recruited is changing. The pany has started to recruit groups of multiskilled individuals as opposed to single skill. The idea is to have individuals who are able to function in a variety of work settings. This will be of benefit to the pany as it will rotate skills to the areas in need at the time, and to the individual in terms of career development and gaining experience of a wide variety of tasks. The pany uses a range of selection procedures – all administered on an inhouse basis. These include the use of: psychometric tools – verbal and numerical, letter writing and data inputting exercises。 role plays。 multiskills group interview sessions。 and personality questionnaires. The criteria for jobs are detailed in petency terms with skills broken down into ponent parts. Remuneration At the moment pay levels are set according to the existing skills of those recruited and their contribution to b。