labor turnover

简明释义

劳动周转率

英英释义

例句

1.To reduce labor turnover, management implemented a new employee engagement program.

为了降低劳动力流动率，管理层实施了一项新的员工参与计划。

2.High labor turnover can lead to increased training costs for new hires.

高劳动力流动率可能导致新员工的培训成本增加。

3.The company is facing high labor turnover due to low employee satisfaction.

由于员工满意度低，公司面临高劳动力流动率。

4.The HR department is analyzing the reasons behind the rising labor turnover in the sales team.

人力资源部门正在分析销售团队中上升的劳动力流动率背后的原因。

5.A competitive salary can help decrease labor turnover in the industry.

有竞争力的薪资可以帮助降低行业内的劳动力流动率。

作文

Labor turnover, often referred to as employee turnover, is a crucial metric in the field of human resources and organizational management. It represents the rate at which employees leave a company and are replaced by new hires. High levels of labor turnover (员工流动率) can indicate underlying issues within an organization, such as poor job satisfaction, lack of career advancement opportunities, or ineffective management practices. Conversely, a low turnover rate may suggest a stable work environment where employees feel valued and engaged.Understanding labor turnover (员工流动率) is essential for companies aiming to improve their workforce stability and overall performance. Organizations must analyze the reasons behind employee departures to develop strategies that retain talent. For instance, exit interviews can provide insights into why employees choose to leave, helping management identify patterns or specific areas needing improvement.Moreover, the costs associated with high labor turnover (员工流动率) can be significant. Recruitment, training, and onboarding new employees require financial and time investments. When turnover rates are elevated, these costs can escalate, impacting the company's bottom line. Therefore, organizations need to prioritize employee retention strategies to mitigate these expenses.To effectively manage labor turnover (员工流动率), companies should foster a positive workplace culture, offer competitive compensation packages, and provide opportunities for professional development. Engaging employees through regular feedback and recognition can also enhance their sense of belonging and commitment to the organization. By addressing the factors that contribute to turnover, businesses can create an environment that encourages employees to stay long-term.In addition, understanding the industry standards for labor turnover (员工流动率) can help organizations benchmark their performance against competitors. Different sectors may experience varying turnover rates due to the nature of the work, job market conditions, and employee demographics. By comparing their turnover rates with industry averages, companies can gauge their effectiveness in retaining talent and make necessary adjustments.In conclusion, labor turnover (员工流动率) is a vital aspect of workforce management that requires careful attention from organizations. By understanding the causes and implications of turnover, companies can implement strategies that not only reduce the rate of employee departures but also enhance overall organizational health. Investing in employee satisfaction and engagement is not just beneficial for individual workers; it ultimately leads to a more productive and successful business. As the labor market continues to evolve, organizations that prioritize effective management of labor turnover (员工流动率) will be better positioned to thrive in a competitive landscape.

员工流动率（labor turnover）通常被称为员工流失率，是人力资源和组织管理领域的一个关键指标。它代表了员工离开公司并被新员工替换的速率。高水平的员工流动率（labor turnover）可能表明组织内部存在潜在问题，例如工作满意度低、缺乏职业晋升机会或管理实践无效。相反，低流动率可能表明工作环境稳定，员工感到被重视和参与。理解员工流动率（labor turnover）对希望改善劳动力稳定性和整体业绩的公司至关重要。组织必须分析员工离职背后的原因，以制定留住人才的策略。例如，离职面谈可以提供员工选择离开的原因的洞察，帮助管理层识别模式或特定的改进领域。此外，高员工流动率（labor turnover）所带来的成本可能是显著的。招聘、培训和入职新员工需要财务和时间的投资。当流动率较高时，这些成本可能会急剧上升，影响公司的利润。因此，组织需要优先考虑员工保留策略，以减轻这些开支。为了有效管理员工流动率（labor turnover），公司应当营造积极的工作文化，提供具有竞争力的薪酬方案，并提供职业发展的机会。通过定期反馈和认可来吸引员工，也可以增强他们的归属感和对组织的承诺。通过解决导致流动的因素，企业可以创造一个鼓励员工长期留任的环境。此外，了解行业标准的员工流动率（labor turnover）可以帮助组织将其绩效与竞争对手进行基准比较。由于工作的性质、就业市场条件和员工人口统计学的不同，各个行业可能会经历不同的流动率。通过将自身的流动率与行业平均水平进行比较，公司可以评估其留住人才的有效性，并做出必要的调整。总之，员工流动率（labor turnover）是劳动力管理的一个重要方面，需要组织给予仔细关注。通过理解流动的原因和影响，公司可以实施减少员工离职率的策略，同时增强整体组织健康。投资于员工满意度和参与度不仅对个人员工有益；最终，它会导致更高效、更成功的企业。随着劳动市场的不断发展，优先有效管理员工流动率（labor turnover）的组织将在竞争激烈的环境中占据更有利的位置。