翻译 英译汉

Question

如果翻译的好加分 中小企业资源、规模的限制
我国的中小企业由于历史、社会和自身等诸多方面的原因,使得其在资源的拥有 ,企业的规模上存在着很大的局限性其资金的来源 ,产品的销路受市场影响波动较大 ,其地位、环境、条件和实力等在竞争中均处于弱势地位,人才在企业中难以发挥自己的全部才能。而且资源及规模上的局限性导致人才管理工作滞后或不足 ,使员工缺乏必要的发展空间和成长机会。
2、中小企业管理制度和管理方式落后
中小企业的人才管理基础工作不完善 ,没有形成适合本企业发展的管理制度及中长期人才规划,往往习惯套用其他企业的用人机制 ,具有一定的盲目性。因此 ,在招聘录取上无法达到满意的效果 ,容易造成人岗不匹配,员工能力得不到发挥。在培训与开发,薪酬与福利方面缺乏重视力度 ,没有形成良好的用人环境 ,导致人才流失 ,形成一系列恶性的循环。
3、中小企业保障制度不完善
中小企业由于规模小 ,对员工保障问题的观念意识淡薄,员工的保障权益不明晰 ,员工处于劣势的地位,在养老、失业、医疗、工伤和生育保险等方面存在着后顾之忧 ,没有安全感,对企业的归属感降低 ,造成员工与企业管理者之间的关系紧张 ,挫伤了人才的创造性和积极性 ,对人才的主观能动性影响甚大 ,易引起人才的流失。
4、中小企业的分配、激励机制不健全
中小企业的资金条件非常有限度,很难设计出科学合理的分配激励机制 ,由此，也决定了其在人才的吸引、留住、激励和开发上难以有成效。企业的激励机制在某种程度上决定了中小企业的人才竞争力。不恰当的激励机制不仅会增加企业的经营成本,给企业的长期发展带来障碍,而且不能给员工提供满意的物质待遇和具有企业特色的非物质待遇, 这样的企业就在很大程度上缺乏对人才的吸引力。
5、缺乏企业文化氛围
中小企业往往只一味地追求利润的增长,而忽视了企业文化的建设 ,导致企
业内部成员间人际关系冷谈,不和谐,不寻求协作 ,造成恶性竞争 ,给企业带来不必要的资源损失 ,并且不能激发出每个员工的工作激情和对企业团体的凝聚力,因而不能出色地完成企业的项目和任务。而企业也因此难以形成对人才的向心力,导致人才的流失。

Answer 1

The restrictions of the resource, the scale of small and medium-sized enterprises
Reason of a great deal of respects that the small and medium-sized enterprises of our country are because of history, social and one's own,etc., make it possession in resource, scale of enterprise have very large limitation their source of fund, the sale of the products is influenced by market and fluctuate greater, its position, environment, condition and capability,etc. are in the weak position in competing for, talents are difficult to give play to all one's own ability in enterprises. And the limitation on resources and the scale leads to the fact talent's management lags behind or insufficient, make the staff lack necessary development space and growth chance.
2, The medium and small systems of business management and management styles lag behind
The talents of small and medium-sized enterprises are not complete when managing the element task, do not form management system and medium and long-term manpower planning suitable for development of this enterprise, often used to applying the employing mechanisms of other enterprises mechanically, have certain blindness. So, unable to reach the satisfactory effect in recruiting and enrolling, cause people's hillock mismatch easily, staff's ability can not be given play to. Training and developing, the salary and welfare lack and pay attention to efforts, has not formed the good environment of choosing the right person, cause the brain drain, form a series of malignant circulation.
3, Small and medium-sized enterprises ensure the system to be non- complete
Because small and medium-sized enterprises are in small scale, ensure the idea consciousness of the question to be faint to the staff, the staff's guarantee rights and interests are not distinct, the staff are in status of inferior position, there is a worry in such aspects as living out one's life in retirement, unemployment, medical treatment, industrial injury and birth insurance, without sense of safety, the sense of ownership to enterprises is reduced, cause the relation between enterprise's administrator and the staff to be nervous, having dampened talents' creativity and enthusiasm, the impact on talents' subjective initiative is very great, it is apt to cause talents' loss.
4, The distribution of small and medium-sized enterprises, incentive mechanism are imperfect
The fund conditions of small and medium-sized enterprises are very limited, it is very difficult to design the distribution incentive mechanism with rational science, therefore, it is difficult to be effective on determining it is in talents' attraction, keeping here, encouraging and developing. The incentive mechanisms of enterprises have decided competitiveness of the talents of small and medium-sized enterprises to a certain extent. The non- appropriate incentive mechanism not merely will increase the operating costs of enterprises, bring the obstacle to long-term development of enterprises, and it is not the material treatment not to provide the satisfactory material treatment and with characteristic of enterprise for staff, such an enterprise lacks the appeal to talent to a great extent.
5, Lack the corporate culture atmosphere
Small and medium-sized enterprises often only pursue the growth of the profit simply, and ignored the construction of the corporate culture, cause the enterprise
Interpersonal relationships cold to discuss, disharmonious among member inside family property, does not seek to cooperate, cause the malignant competition, bring the resources unnecessaries to enterprise to lose, and can't stimulate out working passion and cohesiveness to enterprise's group of each employee, therefore can't finish the projects and tasks of enterprises splendidly. And enterprises are difficult to form the centripetal force to talents, cause talents' loss.

Answer 2

Due to the small and medium-sized enterprises in China and its social history, etc., the resources and scale of enterprises with the limitations of its capital source, the product sale fluctuates greatly influenced by the market, its position, environment and conditions and strength in competition are disadvantaged, talent in the enterprise to develop to their full ability. And the limitation of resources and scale in talent management work lag or insufficient, employees lack of necessary space for development and growth opportunities.
2 and small and medium-sized enterprise management system and the ways of management backward
Small and medium-sized enterprise personnel management foundation work is not perfect, not suitable for the development of enterprises management system and the long-term planning, often used to personnel and other enterprise mechanism of employing, has certain blindness. Therefore, in the recruitment of admission cannot achieve satisfactory results, easy to cause the people do not match, employee ability guangzhoumetro.it can play. In training and development, compensation and benefits, no lack of attention to the good environment, and the loss of talented people, forming a series of vicious cycle.
3 and small and medium-sized enterprise security system is not perfected
Due to the small scale of small and medium-sized enterprises, the concept of employees security problems, ensure employees of consciousness, rights and interests of employees at a disadvantage in position, old-age, unemployment, medical treatment, inductrial injury insurance and maternity insurance etc exist, insecurity, to reduce the enterprise, employees and the sense of tension between managers and dampened the creative talents of talent, enthusiasm and subjective influence, easy cause loss of talents.
4 and the distribution of small and medium-sized enterprises, imperfect incentive mechanism
Small and medium-sized enterprises are very limited funds conditions, it is difficult to design a reasonable distribution of incentive mechanism, which determines its, also in attracting, retaining and incentive and development to have effect. Enterprise incentive mechanism in some extent of small and medium-sized enterprises of talents competence. Improper incentive mechanism is not only increases the operating costs and to the long-term development of the enterprise, but also can bring obstacle for employees to provide satisfactory material benefits and enterprise characteristic of non-material treatment, this enterprise is largely lack of talent attraction.
5, lack of enterprise culture atmosphere
Smes often only blindly pursuing profits growth, and ignore the enterprise culture construction, cause
Among the members of the inheritance relationship, not harmonious, cold talk not seek cooperation, causing the malignant competition, bring the unnecessary losses, and can arouse resources from each staff's work enthusiasm and the cohesive force of enterprise groups, and therefore cannot complete the enterprise to the projects and tasks. And so on to form the centripetal force, leading to talents talents.采纳吧

Answer 3

Due to the small and medium-sized enterprises in China and its social history, etc., the resources and scale of enterprises with the limitations of its capital source, the product sale fluctuates greatly influenced by the market, its position, environment and conditions and strength in competition are disadvantaged, talent in the enterprise to develop to their full ability. And the limitation of resources and scale in talent management work lag or insufficient, employees lack of necessary space for development and growth opportunities.
2 and small and medium-sized enterprise management system and the ways of management backward
Small and medium-sized enterprise personnel management foundation work is not perfect, not suitable for the development of enterprises management system and the long-term planning, often used to personnel and other enterprise mechanism of employing, has certain blindness. Therefore, in the recruitment of admission cannot achieve satisfactory results, easy to cause the people do not match, employee ability guangzhoumetro.it can play. In training and development, compensation and benefits, no lack of attention to the good environment, and the loss of talented people, forming a series of vicious cycle.
3 and small and medium-sized enterprise security system is not perfected
Due to the small scale of small and medium-sized enterprises, the concept of employees security problems, ensure employees of consciousness, rights and interests of employees at a disadvantage in position, old-age, unemployment, medical treatment, inductrial injury insurance and maternity insurance etc exist, insecurity, to reduce the enterprise, employees and the sense of tension between managers and dampened the creative talents of talent, enthusiasm and subjective influence, easy cause loss of talents.
4 and the distribution of small and medium-sized enterprises, imperfect incentive mechanism
Small and medium-sized enterprises are very limited funds conditions, it is difficult to design a reasonable distribution of incentive mechanism, which determines its, also in attracting, retaining and incentive and development to have effect. Enterprise incentive mechanism in some extent of small and medium-sized enterprises of talents competence. Improper incentive mechanism is not only increases the operating costs and to the long-term development of the enterprise, but also can bring obstacle for employees to provide satisfactory material benefits and enterprise characteristic of non-material treatment, this enterprise is largely lack of talent attraction.
5, lack of enterprise culture atmosphere
Smes often only blindly pursuing profits growth, and ignore the enterprise culture construction, cause
Among the members of the inheritance relationship, not harmonious, cold talk not seek cooperation, causing the malignant competition, bring the unnecessary losses, and can arouse resources from each staff's work enthusiasm and the cohesive force of enterprise groups, and therefore cannot complete the enterprise to the projects and tasks. And so on to form the centripetal force, leading to talents talents.

Answer 4

Extra points if a good translation of SME resources, restrictions on the size of
China's SMEs, due to historical, social and self-respect, and many other reasons, making it in terms of resource ownership, size of the business that there are significant limitations to their funding sources, to sell the products affected by market fluctuations, the status, environment, conditions and strength, both in the competition in a weak position, talent in the enterprise can be difficult to play to their full. And the scale of the limitations of resources and talent management led to a lag or less, so that employees lack the necessary space for development and growth opportunities.
2, SME management systems and management behind the
Talent management for SMEs basic work perfect, did not form suitable for our enterprise development management system and long-term personnel planning is often used to apply other enterprises and employment mechanism has a certain blindness. Thus, in the recruitment of taking on not achieve satisfactory results, likely to cause people post do not match, the staff is not the ability to play. In the training and development, remuneration and welfare of the lack of attention to efforts to create a good environment for employing people did not, leading to a brain drain, forming a series of vicious cycle.
3, SME security system is flawed
SMEs, due to small scale, the concept of employee awareness of security issues weak protection for the employees benefits will not be clear, the staff at a disadvantage position in the old-age pension, unemployment, medical care, work injury and maternity insurance, and so there are worries, no sense of security, right enterprises belonging to reduce, resulting in staff and business managers tensions between, and dampen the creative talent, enthusiasm and initiative for talent a great impact, it can lead the brain drain.
4, the distribution of small and medium enterprises, incentive mechanism is not sound
SME financing conditions are very limited and very difficult to design a scientific and rational allocation of incentive mechanism, thus, also determines their talent to attract, retain, motivate and develop can hardly effective. Enterprise incentive mechanisms to some extent determines the competitiveness of SMEs. Inappropriate incentives will not only increase operating costs of enterprises, to bring about obstacles to long-term development of enterprises, but also can not give the satisfaction of employees with corporate characteristics of the material treatment and non-material benefits, such enterprises to a large extent the lack of the attraction of talent.
Five, the lack of corporate culture
SMEs often only the growth of single-minded pursuit of profits at the expense of the construction of corporate culture, resulting in enterprise
Interpersonal relationships within the industry among its members to talk about the cold, discord, not to seek collaboration, resulting in vicious competition to enterprises unnecessary loss of resources, and can not inspire the work of each employee's passion and cohesion of the enterprise groups, and therefore can not be good completion of business projects and tasks. The companies are making it difficult to form the centripetal force of talent, leading to the brain drain.