軟件工程外文文獻翻譯(編輯修改稿)

　

【文章內容簡介】 HR is at an earlier stage in professional development and there is great emphasis on transactional activities, these petencies are looked upon as basic skills that everyone must have. There is some disappointing news here. In the United States, respondents rated significantly lower on these petencies than the respondents surveyed in other countries. Business Ally. HR contributes to the success of a business by knowing how it makes money, who the customers are, and why they buy the pany?s products and services. For HR professionals to be Business Allies (and Credible Activists and Strategy Architects as well), they should be what Ulrich describes as “business literate.” The mantra about understanding the business—how it works, the financials and strategic issues—remains as important today as it did in every iteration of the survey the past 20 years. Yet progress in this area continues to lag. 大連交通大學 2020 屆本科生畢業設計 （論文） 外文翻譯 “Even these high performers don?t know the business as well as they should,” Ulrich says. In his travels, he gives HR audiences 10 questions to test their business literacy. Operational Executor. These skills tend to fall into the range of HR activities characterized as transactional or “legacy.” Policies need to be drafted, adapted and implemented. Employees need to be paid, relocated, hired, trained and more. Every function here is essential, but—as with the Business Ally petency—highperforming HR managers seem to view them as less important and score higher on the other petencies. Even some highly effective HR people may be running a risk in paying too little attention to these nutsandbolts activities, Ulrich observes. Practical Tool In conducting debriefings for people who participated in the HRCS, Ulrich observes how delighted they are at the prescriptive nature of the exercise. The individual feedback reports they receive (see “How the Study Was Done”) offer them a road map, and they are highly motivated to follow it. Anyone who has been through a 360degree appraisal knows that criticism can be jarring. It?s risky to open yourself up to others? opinions when you don?t have to. Add the prospect of sharing the results with your boss and colleagues who will be rating you, and you may decide to pass. Still, it?s not surprising that highly motivated people like Deathridge jumped at the chance for the free feedback. “All of it is not good,” says Deathridge. “You have to be willing to face up to it. You go home, work it out and say, ?Why am I getting this bad feedback?? ” But for Deathridge, the results mostly confirmed what she already knew. “I believe most people know where they?re weak or strong. For me, it was most helpful to look at how close others? ratings of me matched with my own assessments. ... There?s so much to learn about what it takes to be a genuine leader, and this study helped a lot.” Deathridge says the individual feedback report she received helped her realize the importance of taking a stand and developing her Credible Activist petency. “There was a situation where I had a line manager who wanted to discipline someone,” she recalls. “In the past, I wouldn?t have been able to stand up as strongly as I did. I was able to be very clear about how I felt. I told him that he had not done enough to document the performance issue, and that if he wanted to institute discipline it would have to be at the lowest level. In the past, I would have been more deferential and said, ?Let?s promise and do it at step two or three.? But I didn?t do it。 I spoke out strongly and held my ground.” 大連交通大學 2020 屆本科生畢業設計 （論文） 外文翻譯 This was the second study