A condensed Employee Life Cycle
職業生涯週期的簡要概括
Today I saw a chart of a 12-step Employee Life Cycle. Maybe Human Resources professionals need that much detail, but functional managers don't. Here is a four-step, condensed employee life cycle plan that tells you everything you need to know.
今天，我看到了一個關於職業生涯週期12步的圖表。也許人力資源專家需要知道那樣的細節問題，但是職能管理人員不需要知道得這麼清楚。以下四個步驟，簡略概括了職業生涯的循環，從這裏你可以瞭解到你需要知道的一切。
An employee life cycle is the steps the employees go through from the time they enter a company until they leave. Often Human Resources professionals focus their attention on the steps in this process in hopes of making an impact on the company's bottom line. That is a good thing for them to do. Their goal is to reduce the company's cost per employee hired.
員工職業生涯週期是指該員工從踏入公司的那一刻開始到他離開公司的那一刻結束。一般來說，人力資源部會着重處理這個過程，他們希望以最少的付出來使公司獲益。這對他們來說是件好事，因爲他們的目標是從每個職員身上降低公司成本。
Unfortunately, they aren't the ones who really make a difference – managers are. People don't really work for companies; they work for a boss. To the extent that you can be a good boss, you can keep employees, keep them happy, and reduce the costs associated with employee turnover. In the process, you will make your own job easier and increase your value to the company.
然而不幸的是，他們並不是真正能有所作爲的人，經理纔是。職員並不是爲公司工作，而是爲他的上司工作的。在這方面來說，你可以是位好上司，你能留住員工，讓他們心甘情願地爲你工作，並且在降低公司成本的情況下還能讓員工獲利。如果你能做到這些，你可以讓自己的工作更加輕鬆，也提升了自己在公司的價值。
Employees are one of a company's largest expenses these days. Unlike other major capital costs (buildings, machinery, technology, etc.) human capital is highly volatile. You, as a manager, are in a key position to reduce that volatility using the condensed employee life cycle of HIAR (pronounced hire) - Hire, Inspire, Admire, Retire.
如今，員工纔是公司最大的開支。和其他資產投資不同（廠房，機器，技術等），人力資本有很高的變動性。而經理這個職位，正是利用“僱傭，激勵，賞識，退休”這樣的.員工職業週期來降低這種高變動性的關鍵職位。
Hire 僱傭
This first step is probably the most important. It is important to hire the best people you can find. This is not a time to be cheap. The cost of replacing a bad hire far exceeds the marginal additional cost of hiring the best person in the first place.
第一步可能是最重要的一步。盡你所能僱傭最優秀的人才。現在不是貪便宜的時候。替換一次差的僱傭，成本遠遠超過一次性就僱傭優秀人才所多出的邊緣成本。
talent, not just trainable skills. Skills can be taught to a talented employee. A skilled employee can not just be given talent.
聘請人才，而不是僅僅有熟練技能的人。人才可以學會熟練的技能，但是擁有熟練技能的員工並不一定能成爲人才。
ove your interviewing skills. Often this can be as simple as knowing what questions to ask during the hiring process.
提高你的面試技巧。通常這點可以簡化爲知道在面試過程中怎麼提問。
your company a place people want to come to and work for. Company culture can be a powerful recruiting tool. Make sure yours reflects the goals the company wants to achieve.
讓你的公司成爲別人願意來工作並願意效力的地方。企業文化是強有力的招聘工具。確保你明確傳達了公司要達成的目標。
Inspire 激勵
Once you have recruited the best employees to come to work on your team, the hard part begins. You have to inspire them to perform to their capabilities. You have to challenge and motivate them. That is where you will get their best effort and their creativity that will help your organization excel.
在你爲團隊招到了最優秀的員工那刻，最難的部分開始了。你需要激勵他們發揮自己的潛能。你必須接受挑戰，鼓勵他們，讓他們盡最大努力，發揮最好的創新能力， 這樣，你的團隊才能最優秀。
them welcome. Make them feel like part of the team from the first day.
讓他們感受到歡迎。在他們第一天上班的時候讓他們感覺到能夠融入其中。
goals for them that are hard, but can be achieved. Set S.M.A.R.T. goals.
雖然爲他們設立目標是很難的，但是也是可以完成的。爲他們設立S.M.A.R.T.目標。（S：special 特殊化； M：measurable 可測量性；A：Achievable 可實現性；R：Realistic 現實性；T：Time-based 時間基礎）
a leader, not just a manager.
作一位領導，而不僅僅是經理。