overstaffed

简明释义

英[ˌəʊvəˈstɑːft]美[ˌoʊvərˈstæft]

adj. 人浮于事的；人员过多的

英英释义

单词用法

同义词

反义词

例句

1.The overstaffed public sector will be severely pruned.

员工繁冗的公共部门将大幅裁员。

2.That has inevitably led to a large number of workers being laid off from overstaffed enterprises.

此举无疑使人员过剩的企业有大量工人下岗。

3.Some medical institutions are overstaffed with low efficiency.

一些医疗机构由于人员过度庞大而导致低效率。

4.Many workers believe the factory is overstaffed.

许多工人相信该工厂人员过剩。

5.These reports give the impression that Egypt is a place where people are trying to lead normal, middle-class lives, but they are frustrated at every turn by overstaffed and lethargic bureaucracies.

这些报告中说，埃及人民想要过上正常、中产的生活，但臃肿和迟钝的官僚机构却让人们灰心丧气。

6.For instance, our departments are overstaffed.

比如，我们现在机构臃肿。

7.Management decided to reduce the workforce because the department was overstaffed.

管理层决定裁减员工，因为该部门人手过剩。

8.Due to being overstaffed, many employees are feeling unproductive.

由于人手过剩，许多员工感到工作效率低下。

9.The company is currently overstaffed, which has led to increased operational costs.

该公司目前处于人手过剩的状态，导致运营成本增加。

10.The restaurant was overstaffed during the slow season, resulting in wasted resources.

餐厅在淡季时人手过剩，导致资源浪费。

11.After analyzing the team structure, it was clear that we were overstaffed in several areas.

经过分析团队结构后，很明显我们在几个领域人手过剩。

作文

In today's competitive business environment, companies are constantly striving to optimize their operations and improve efficiency. One of the common issues that organizations face is being overstaffed, which can lead to a variety of problems that hinder productivity and profitability. When a company is overstaffed (人手过剩), it means that there are more employees than necessary to perform the required tasks effectively. This situation can arise for several reasons, including poor management decisions, rapid hiring during periods of growth, or a lack of clear understanding of the company's actual staffing needs.Being overstaffed can result in increased labor costs, as companies are paying salaries for employees who may not be contributing to the overall success of the organization. This excess in workforce can also lead to lower morale among employees, as those who are genuinely productive may feel overwhelmed by the presence of additional staff who are not contributing effectively. Moreover, when teams are too large, communication can become convoluted, leading to inefficiencies and misunderstandings.Another significant issue related to being overstaffed is the impact on company culture. A workplace with too many employees can create an environment where individuals feel less accountable for their performance. In contrast, smaller teams often foster a sense of ownership and responsibility among team members. When employees know that their contributions are vital to the team's success, they are more likely to be engaged and motivated.To address the challenges of being overstaffed, companies must conduct thorough assessments of their workforce needs. This involves analyzing current projects, forecasting future demands, and determining the right number of employees required to meet those demands efficiently. By implementing strategic workforce planning, businesses can avoid the pitfalls of being overstaffed and ensure that they have the right talent in place to achieve their goals.Additionally, companies should consider cross-training employees to enhance flexibility within teams. This approach allows organizations to adapt to changing demands without the need for excessive hiring. By developing a multi-skilled workforce, businesses can mitigate the risks associated with being overstaffed, ensuring that they can respond quickly to market changes while maintaining a lean operation.In conclusion, while having a sufficient workforce is essential for any organization, being overstaffed (人手过剩) can lead to numerous complications that affect productivity, employee morale, and overall company culture. It is crucial for businesses to evaluate their staffing levels regularly and make necessary adjustments to maintain an efficient and effective workforce. By doing so, companies can foster a more dynamic work environment that encourages accountability, innovation, and growth.

在当今竞争激烈的商业环境中，公司不断努力优化运营和提高效率。组织面临的一个常见问题是人手过剩，这可能导致多种阻碍生产力和盈利能力的问题。当一家公司人手过剩时，意味着员工人数超过了有效完成所需任务的必要人数。这种情况可能因多种原因而产生，包括管理决策不当、在增长期间快速招聘或对公司实际人员需求缺乏清晰的理解。人手过剩会导致劳动成本增加，因为公司要支付那些可能对组织整体成功没有贡献的员工的薪水。这种过剩的劳动力还可能导致员工士气下降，因为那些真正高效的员工可能会因为额外员工的存在而感到不堪重负。此外，当团队规模过大时，沟通可能变得复杂，从而导致低效和误解。与人手过剩相关的另一个重大问题是对公司文化的影响。拥有过多员工的工作场所可能会营造一种氛围，使个人对自己表现的责任感降低。相比之下，小型团队通常会促进团队成员之间的归属感和责任感。当员工知道他们的贡献对团队的成功至关重要时，他们更有可能保持参与感和积极性。为了解决人手过剩带来的挑战，公司必须对其劳动力需求进行全面评估。这涉及分析当前项目、预测未来需求以及确定满足这些需求所需的员工数量。通过实施战略性的人力资源规划，企业可以避免人手过剩的陷阱，并确保拥有合适的人才来实现其目标。此外，公司还应考虑对员工进行交叉培训，以增强团队的灵活性。这种方法使组织能够在不需要过度招聘的情况下适应变化的需求。通过培养多技能的劳动力，企业可以降低与人手过剩相关的风险，确保能够快速响应市场变化，同时保持精简的运营。总之，虽然拥有足够的劳动力对任何组织至关重要，但人手过剩可能导致多种复杂问题，影响生产力、员工士气和整体公司文化。因此，企业定期评估其人员配备水平并进行必要的调整，以维持高效和有效的劳动力至关重要。通过这样做，公司可以营造一个更具活力的工作环境，鼓励责任感、创新和增长。