exceed personnel

简明释义

超编人员

英英释义

例句

1.During peak seasons, we often see our staffing needs exceed personnel capacity, requiring temporary hires.

在高峰季节，我们经常看到我们的 staffing 需求超过人事能力，需要临时雇佣。

2.The project team had to adjust their budget when they realized that the number of employees would exceed personnel limits set by the organization.

当项目团队意识到员工人数将超出人事限额时，他们不得不调整预算。

3.If the number of clients continues to grow, we may exceed personnel resources and need to hire more staff.

如果客户数量继续增长，我们可能会超出人事资源，需要雇佣更多员工。

4.It is crucial for management to monitor situations where workload may exceed personnel availability to prevent burnout.

管理层必须密切关注工作负载可能超过人事可用性的情况，以防止员工疲惫。

5.The HR department is concerned that the new project will exceed personnel requirements and lead to hiring delays.

人力资源部门担心新项目将超出人事要求，导致招聘延误。

作文

In today's fast-paced business environment, organizations are constantly striving to optimize their operations and enhance productivity. One of the critical factors that can lead to success is the effective management of human resources. However, there are instances when the workforce may be stretched beyond its limits, leading to a situation where the demand for labor may exceed personnel (超出人力资源). This phenomenon can have significant implications for both employees and the organization as a whole.When the demand for work increases, whether due to seasonal peaks, project deadlines, or unexpected events, companies often find themselves in a position where they must manage workloads efficiently. If the number of tasks or projects outpaces the available workforce, it can result in burnout among employees. When individuals are asked to take on more responsibilities than they can handle, it can lead to decreased morale, increased stress levels, and ultimately, a decline in productivity.Moreover, when the workforce is insufficient to meet the demands, organizations might resort to hiring temporary staff or asking current employees to work overtime. While these solutions can provide immediate relief, they are not always sustainable in the long run. The quality of work may suffer as employees juggle multiple tasks, and the overall job satisfaction may decrease if workers feel overwhelmed. This situation highlights the importance of strategic workforce planning to ensure that the number of employees aligns with the workload.To prevent situations where the workload exceeds personnel (超出人力资源), businesses should conduct regular assessments of their staffing needs. By analyzing trends and forecasting future demands, organizations can better prepare for fluctuations in workload. Implementing flexible staffing models, such as cross-training employees or utilizing freelance talent, can also help companies adapt to changing needs without overburdening their existing personnel.Furthermore, communication plays a vital role in managing expectations and workloads. Employers should maintain open lines of communication with their teams, encouraging them to voice concerns about their capacity to take on additional work. This dialogue can help identify potential issues before they escalate into larger problems, ensuring that employees do not feel overwhelmed.In conclusion, while it is common for workloads to fluctuate, organizations must be vigilant in monitoring their staffing levels to avoid situations where the demand for labor exceeds personnel (超出人力资源). By implementing proactive strategies for workforce management, fostering open communication, and prioritizing employee well-being, businesses can create a more sustainable work environment that supports both organizational goals and employee satisfaction. Ultimately, the key to success lies in balancing the demands of the business with the capabilities of its workforce, ensuring that neither is compromised in the pursuit of excellence.

在当今快节奏的商业环境中，组织不断努力优化运营并提高生产力。一个关键因素可以导致成功的是有效的人力资源管理。然而，在某些情况下，劳动力可能超出其极限，导致需求超过可用人力的情况，这种现象可能会对员工和整个组织产生重大影响。当工作需求增加时，无论是由于季节性高峰、项目截止日期还是意外事件，公司往往发现自己必须有效地管理工作量。如果任务或项目的数量超过了可用的劳动力，就会导致员工的倦怠。如果个人被要求承担过多的责任，可能会导致士气下降、压力水平上升，最终导致生产力下降。此外，当劳动力不足以满足需求时，组织可能会求助于雇佣临时员工或要求当前员工加班。虽然这些解决方案可以提供即时的缓解，但在长期内并不总是可持续的。当员工在处理多项任务时，工作质量可能会受到影响，如果员工感到不堪重负，整体工作满意度也可能下降。这种情况突显了战略性劳动力规划的重要性，以确保员工数量与工作量相匹配。为了防止工作量超出人力资源的情况，企业应定期评估其人员需求。通过分析趋势和预测未来需求，组织可以更好地为工作量波动做好准备。实施灵活的员工模型，例如交叉培训员工或利用自由职业者，可以帮助公司适应变化的需求，而不会给现有人员施加过大压力。此外，沟通在管理期望和工作量方面起着至关重要的作用。雇主应与团队保持开放的沟通渠道，鼓励他们表达对承担额外工作的能力的担忧。这种对话可以帮助在问题升级为更大问题之前识别潜在问题，确保员工不会感到不堪重负。总之，虽然工作量波动是常见的，但组织必须警惕监测其人员水平，以避免需求超过人力资源的情况。通过实施主动的劳动力管理策略、促进开放的沟通以及优先考虑员工福祉，企业可以创造一个更可持续的工作环境，支持组织目标和员工满意度。最终，成功的关键在于平衡业务的需求与其劳动力的能力，确保在追求卓越的过程中，两者都不受损害。