專八作文范文：公司只重視實踐經驗嗎

 專八作文范文：公司只重視實踐經驗嗎

　　專八考試中考生們最為重視的就是專八作文，專八作文不僅需要考生對詞匯及語法的熟悉運用更是對考生思維拓展的一項考察，新東方在線專八頻道整理了一系列專八作文范文供考生們參考練習。

　　As one researcher observed,

　　一位研究人員觀察到

　　At present many companies do not trust new graduates,

　　目前許多公司不信任應屆生

　　who may have learned mountains of theories but lack practical abilities.

　　應屆生雖然擁有許多理論知識但是缺乏理論實踐。”

　　For many companies,

　　對于許多公司來說

　　they would like to rank working experience

　　他們認為工作經驗

　　as top requirement in their recruitment programs.

　　是員工的首要要求。

　　But, as a matter of fact,

　　但是事實上

　　college students have spent years in taking compulsory courses

　　大學生上了許多年的義務教育

　　and selective courses,

　　以及選修課程

　　how can they accumulate required experience in college? ?

　　那么他們又如何在大學獲得實踐經驗呢?

　　One can not help wondering

　　人們不禁會想

　　whether companies should lay their emphasis on experience

　　公司是否應該重視學生的經驗

　　when recruiting college graduates.

　　尤其是在招人時。

　　As for me,companies focus on experience is short-sighted,

　　對于我來說公司重視經驗是一種目光短淺的表現

　　and hence companies should not only lay stress on experience.

　　公司不僅應該重視工作經驗。

　　Firstly, what lies behind their focus on experience is the motivation

　　首先他們重視經驗的原因是

　　to cut expenditure in employee training.

　　想減少對員工培訓的開銷。

　　Another consideration is

　　另一個考慮是

　　that experienced employees can produce immediate profits.

　　擁有經驗的員工能夠馬上產生效益。

　　For those employers,

　　對于這些公司來說

　　they are more interested in making money in the present than

　　他們對掙錢感興趣

　　cultivating talents for the long-term benefits.

　　-而不是為了培養人才。

　　They seem to lack long term strategies of company development.

　　他們似乎缺少公司發展的長期規劃。

　　Generally speaking,

　　一般來說

　　prestigious companies that have lasted for a dozen years,

　　知名企業已經生存了數十年的時間

　　even hundreds of years,

　　甚至是上百年

　　always have a systematic plan for talents training.

　　他們擁有一個培養人才的系統計劃。

　　They would like to bear the burden

　　他們愿意

　　of new employee training expenditure for the long-term benefits.

　　-培養新員工這樣才能獲得長遠的利益。

　　How can we expect those companies

　　這些公司對招收應屆生

　　that are apathetic to recruit college graduate to

　　不感興趣

　　reap profits in the future

　　而又想獲得長遠利益

　　without enough supply of talented employees?

　　卻又沒有有天賦的員工。

　　Secondly, while the recruitment of experienced employees can produce short-term profits,

　　-第二招收有經驗的員工能夠產生短期利益

　　it is hard for those experienced employees to

　　但是這些有經驗的員工卻無法

　　identify with the new companiesculture,

　　適應公司的文化

　　and therefore, companies have to suffer from high employee attrition rates.

　　所以公司不得不承受員工的磨損率。

　　Companiescultural identities have been considered increasingly important

　　人們認為公司的文化越來越重要

　　to maximize productivity by holding both employees and employers together.

　　這樣的文化能夠產生效益最大化并把員工和雇主結合起來。

　　Loyal employees are willing to stand by their companies in times of ups and downs.

　　忠誠員工愿意與公司經歷低谷和成長。

　　When employees frequently come and go,

　　如果員工的辭職率過高

　　companies have to bear new hiring costs,

　　公司將承受招人的費用

　　costs of lost productivity, cost of knowledge, skills and contacts that the person

　　客戶信息的費用

　　who is leaving is taking with them out of the previous companies.

　　員工也會帶走他所獲得的技能和知識。

　　Obviously,the total expenditure of recruitment of experienced employees in the long term

　　很明顯從長遠看聘用有經驗的員工所花費的費用

　　is likely to transcend the expenditure of training loyal employees in the beginning.

　　很有可能會超過培養應屆生的培訓費用。

　　In sum, indicative of companiesfocus on experience is the motivation of producing immediate profits

　　總結公司聘用有經驗的員工是想獲得既得利益

　　by cutting expenditure in training inexperienced college students.

　　這樣他們就能夠減少培養應屆生的費用。

　　In the long run, companies are likely to bear more cost of high attrition rates.

　　從長遠來看公司很有可能將承擔高受損率。

　　Therefore, companies should not only emphasize on experience

　　所以公司不僅要重視經驗

　　and should give opportunities to college graduates

　　更應該給應屆生機會

　　so that they can reap long-term profits.

　　這樣他們才能獲得長遠利益。

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