请高手来翻译,谢绝机翻

Question

Ask for feedback. Find out from former new hires how they perceived the orientation process, and don't be afraid to make changes based on those recommendations. You can send an evaluation two to four weeks after the employee has started, saying something such as: Now that you have been with the company awhile, did the orientation meet your needs? After they have been working there awhile they find out what they should have known but did not. At Mecklenburg County, one of the trainers, Allyson Berbiglia says, "We recognize that we have to continuously improve orientation to meet the changing needs of our customers. What works now may not serve our employees well next month or next year."

Answer 1

寻求反馈。从之前的新雇员那里找到他们最初适应过程的感觉，也别担心在那些建议的基础上做些改变。你可以在雇员开始上班后两到四周发一份评估信，传递这样一些信息：现在你已经暂时和公司在一起了，你的需要有没有在这里得到确认？在他们已经开始工作之后，他们会发现本来是可以知道的，但是事实却没有。在Mecklenburg县，一位叫Allyson Berbigia的教员说，我们认识到我们要持续的让我们客户的需要得到确认，现在运行的这些可能不能满足我们的雇员下个月或者下一年的需求。

Answer 2

要求反馈。找出由前新进员工如何知觉的方向，进程，不要害怕作出改变的基础上这些建议。您可以发送一评价2至4星期后，该雇员已经开始，说的东西，例如：现在，您已与该公司一段时间，没有方向，满足您的需要呢？之后，他们已在那里工作一段时间，他们找出什么，他们应该知道，但没有。在梅克伦堡县之一，培训， allyson berbiglia说， “我们认识到，我们必须不断提高的方向，以满足顾客不断转变的需求是什么工程，现在未必我们的员工，以及在下个月或明年” 。