secondments

简明释义

英[/sɪˈkɒndmənts/]美[/sɪˈkɑndmənts/]

n. 借调；借调人员（secondment 的复数形式）

英英释义

单词用法

同义词

反义词

例句

1.Secondments abroad that are an integral part of a job based in the UK are permitted by HSMP, however they will be considered as time outside of the UK for settlement eligibility purposes.

基于英国的工作被借调到国外是允许多，但在定居资格审核时会被认为是在英国外的时间。

2.Secondments abroad that are an integral part of a job based in the UK are permitted by HSMP, however they will be considered as time outside of the UK for settlement eligibility purposes.

基于英国的工作被借调到国外是允许多，但在定居资格审核时会被认为是在英国外的时间。

3.He was offered a six-month secondment to the London office.

他被提供了为期六个月的借调到伦敦办公室的机会。

4.The company offers secondments to international offices for career development.

公司提供借调到国际办公室的机会以促进职业发展。

5.The organization encourages secondments to foster collaboration between teams.

该组织鼓励借调以促进团队之间的合作。

6.During her secondment, she learned valuable skills that helped her advance in her career.

在她的借调期间，她学到了宝贵的技能，这帮助她在职业生涯中取得进步。

7.Many employees take advantage of secondments to gain experience in different departments.

许多员工利用借调的机会在不同部门获得经验。

作文

In the modern workplace, the concept of talent mobility has gained significant traction. One of the key mechanisms that facilitate this movement is through secondments. A secondment refers to the temporary transfer of an employee from one organization to another, or from one department to another within the same organization. This practice not only benefits the individual but also the organizations involved. The primary advantage of secondments is the opportunity for professional development. Employees who take part in a secondment can acquire new skills and experiences that enhance their career prospects. For instance, if an employee working in marketing is seconded to a sales department, they will gain invaluable insights into customer interactions and sales strategies. This cross-departmental experience can make them more versatile and valuable to their original team upon their return. Moreover, secondments foster better collaboration between different departments or even different organizations. When employees are given the chance to work in various roles, they develop a broader understanding of how the entire organization functions. This understanding can lead to improved communication and teamwork. For example, a software engineer who spends time in the customer support department through a secondment can learn about the challenges customers face, which may inform their future product development efforts. From an organizational perspective, secondments can help in talent retention. By offering employees opportunities to grow and explore different facets of the business, companies demonstrate their commitment to employee development. This can increase job satisfaction and loyalty among staff. Additionally, organizations can benefit from fresh perspectives brought in by employees on secondments. These individuals can share best practices and innovative ideas that can drive the organization forward. However, secondments are not without their challenges. One potential downside is the disruption it can cause to teams. When a key employee is temporarily reassigned, their absence can impact the productivity of their original team. It is crucial for organizations to plan secondments carefully, ensuring that there is adequate coverage and that the transition is smooth. Another challenge is the potential misalignment of goals between the organizations involved in a secondment. Clear communication and defined objectives are essential to ensure that both parties benefit from the arrangement. Regular check-ins and feedback can help mitigate any issues that arise during the secondment period. In conclusion, secondments are a powerful tool for enhancing employee development, fostering collaboration, and improving organizational effectiveness. While there are challenges to navigate, the benefits often outweigh the drawbacks when implemented thoughtfully. Organizations that embrace secondments as part of their talent management strategy are likely to see a more engaged and skilled workforce, ultimately contributing to their long-term success.

在现代职场中，人才流动的概念已获得显著关注。促进这种流动的关键机制之一就是通过第二次派遣。第二次派遣是指员工暂时从一个组织转移到另一个组织，或者在同一组织内从一个部门转移到另一个部门。这种做法不仅对个人有利，也对相关组织有益。第二次派遣的主要优势在于提供了职业发展的机会。参与第二次派遣的员工可以获得新技能和经验，从而增强他们的职业前景。例如，如果一名在市场营销部门工作的员工被派往销售部门，他们将获得关于客户互动和销售策略的宝贵见解。这种跨部门的经验可以使他们在返回原团队后变得更加多才多艺和有价值。此外，第二次派遣促进了不同部门或甚至不同组织之间的更好合作。当员工有机会在各种角色中工作时，他们会对整个组织的运作有更广泛的理解。这种理解可以改善沟通和团队合作。例如，通过第二次派遣在客户支持部门工作的一名软件工程师可以了解客户面临的挑战，这可能会影响他们未来的产品开发工作。从组织的角度来看，第二次派遣可以帮助留住人才。通过为员工提供成长和探索业务不同方面的机会，公司展示了对员工发展的承诺。这可以增加员工的工作满意度和忠诚度。此外，组织还可以受益于通过第二次派遣带来的新视角。这些员工可以分享最佳实践和创新想法，从而推动组织的发展。然而，第二次派遣并非没有挑战。一个潜在的缺点是它可能对团队造成干扰。当一名关键员工被暂时重新分配时，他们的缺席可能会影响原团队的生产力。因此，组织需要仔细规划第二次派遣，确保有足够的覆盖，并且过渡顺利。另一个挑战是涉及第二次派遣的组织之间目标可能不一致。清晰的沟通和明确的目标对于确保双方都能从安排中受益至关重要。定期检查和反馈可以帮助缓解在第二次派遣期间出现的任何问题。总之，第二次派遣是增强员工发展、促进合作和提高组织效率的强大工具。虽然存在需要解决的挑战，但当经过深思熟虑地实施时，其好处往往超过缺点。接受第二次派遣作为人才管理战略一部分的组织，更可能看到更具参与感和技能的员工队伍，从而最终促进其长期成功。