overstaffing

简明释义

英[ˌoʊvərˈstæfɪŋ]美[ˌoʊvərˈstæfɪŋ]

n. 人浮于事；人员臃肿

v. 为……过多配备人员（overstaff 的现在分词）

英英释义

单词用法

同义词

反义词

例句

1.Our present economic management is marked by overstaffing, organizational overlapping, complicated procedures and extremely low efficiency.

现在，我们的经济管理工作，机构臃肿，层次重叠，手续繁杂，效率极低。

2.For the past decade, its production has been stuck at around 1.6m tonnes (although it reached 1.8m tonnes last year), while more expensive inputs and overstaffing have pushed up costs.

过去十年间，产量一直徘徊在160万吨左右(尽管去年达到180万吨)，同时，更加昂贵的投入，臃肿的人员配置导致成本增加。

3.Of course, the organizational line also involves other problems, such as how to reduce overstaffing and establish a retirement system.

当然，组织路线方面还有其他的问题，如机关臃肿怎样解决，退休制度问题怎样解决等等。

4.For the past decade, its production has been stuck at around 1.6m tonnes (although it reached 1.8m tonnes last year), while more expensive inputs and overstaffing have pushed up costs.

过去十年间，产量一直徘徊在160万吨左右(尽管去年达到180万吨)，同时，更加昂贵的投入，臃肿的人员配置导致成本增加。

5.Overstaffing, overspending on official entertainment, and waste increase administrative costs.

机构臃肿、人浮于事，公务接待不规范，奢侈浪费，行政成本高。

6.Nowadays, had not been appointed a new manager, company is somewhat overstaffing.

如今，没有任命新经理，公司里就有点儿人浮于事。

7.We will solve the problems of too many levels, overlapping functions, overstaffing, divorce between powers and responsibilities and duplicate law enforcement.

切实解决层次过多、职能交叉、人员臃肿、权责脱节和多重多头执法等问题。

8.To improve efficiency, management decided to reduce overstaffing by laying off some employees.

为了提高效率，管理层决定通过裁员来减少人手过剩。

9.After analyzing the workforce, the HR department found significant overstaffing in the marketing team.

在人力资源部门分析劳动力后，发现市场营销团队存在明显的人手过剩。

10.The company is facing financial difficulties due to overstaffing, which means they have more employees than necessary.

由于人手过剩，公司面临财务困难，这意味着他们的员工数量超过了必要的数量。

11.The restaurant struggled with overstaffing during the slow season, leading to increased costs.

餐厅在淡季时遭遇人手过剩，导致成本增加。

12.The new policy aims to prevent overstaffing in departments that are underperforming.

新政策旨在防止在表现不佳的部门出现人手过剩。

作文

In today's highly competitive business environment, companies are continuously striving to optimize their operations and improve efficiency. One term that often comes up in discussions of workforce management is overstaffing. This refers to a situation where an organization has more employees than necessary to meet its operational needs. While it might seem beneficial to have extra hands on deck, overstaffing can lead to a myriad of problems that ultimately hinder productivity and profitability.Firstly, overstaffing can result in increased labor costs. When a company hires more employees than required, it incurs additional expenses in terms of salaries, benefits, and training. These costs can quickly add up, eating into the company's profits. For example, if a retail store has too many sales associates on the floor during slow hours, the wages paid to these employees may outweigh the revenue generated from sales during that time.Moreover, overstaffing can create an environment of inefficiency. With too many people involved in a single task, there can be confusion and overlap in responsibilities. Employees may struggle to find their roles within a crowded workforce, leading to a lack of accountability. This can result in decreased morale, as workers may feel their contributions are undervalued or that their jobs are at risk due to the surplus of staff.Additionally, overstaffing can stifle innovation and creativity. In a workplace with excessive personnel, employees may become complacent, relying on others to carry the workload. This can diminish motivation and reduce the drive to propose new ideas or improvements. A leaner team often fosters a more dynamic environment where individuals are encouraged to take initiative and be proactive in problem-solving.Furthermore, overstaffing can lead to challenges in employee management. With more staff than necessary, managers may find it difficult to oversee everyone effectively. This can result in ineffective communication and a lack of cohesion within the team. When employees do not feel connected to their colleagues or the organization's goals, it can lead to disengagement and high turnover rates. Retaining talent becomes increasingly difficult when employees feel their skills are underutilized.On the other hand, it is essential to recognize that having the right number of employees is crucial for maintaining a balance between workload and staffing levels. Companies should strive for optimal staffing, which allows them to respond to fluctuations in demand without falling into the trap of overstaffing. This means regularly assessing workforce needs, analyzing productivity metrics, and making data-driven decisions about hiring and layoffs.In conclusion, while the idea of overstaffing might initially appear to offer advantages by providing additional support, the reality is often quite different. The drawbacks, including increased costs, inefficiency, stifled innovation, and management challenges, far outweigh any potential benefits. Organizations must focus on achieving an optimal balance in their workforce to enhance productivity and maintain a healthy bottom line. By doing so, they can ensure that each employee's contributions are valued and that the company remains competitive in the marketplace.

在当今竞争激烈的商业环境中，公司不断努力优化运营并提高效率。在劳动力管理的讨论中，常常会提到一个术语——过度招聘。这指的是组织拥有的员工人数超过满足其运营需求所必需的情况。虽然看起来有多余的员工可能是有益的，但过度招聘可能导致一系列问题，最终阻碍生产力和盈利能力。首先，过度招聘可能导致劳动成本增加。当公司雇佣的员工超过所需时，就会在薪资、福利和培训等方面产生额外开支。这些成本很快就会累积，侵蚀公司的利润。例如，如果一家零售店在淡季有过多的销售助理在场，这些员工的工资可能会超过该时间段内产生的销售收入。此外，过度招聘可能会造成效率低下的环境。参与单一任务的人太多，可能会导致混乱和职责重叠。员工可能会在拥挤的工作队伍中难以找到自己的角色，从而导致缺乏责任感。这可能会导致士气下降，因为工人可能会觉得他们的贡献被低估，或者他们的工作由于员工过剩而面临风险。另外，过度招聘可能会抑制创新和创造力。在一个人员过剩的工作场所，员工可能会变得自满，依赖他人来承担工作负担。这可能会降低积极性，减少提出新想法或改进的动力。一个精简的团队通常会营造出更具活力的环境，鼓励个人主动解决问题。此外，过度招聘可能导致员工管理方面的挑战。员工人数超过必要时，管理者可能会发现很难有效地监督每个人。这可能导致沟通不畅和团队内部缺乏凝聚力。当员工感到与同事或组织目标没有联系时，会导致脱离感和高流失率。保留人才变得愈发困难，当员工觉得自己的技能未被充分利用时。另一方面，必须认识到拥有合适数量的员工对于保持工作量与员工水平之间的平衡至关重要。公司应努力实现最佳员工配置，使其能够在不陷入过度招聘陷阱的情况下应对需求波动。这意味着定期评估劳动力需求，分析生产力指标，并根据数据做出关于招聘和裁员的决策。总之，尽管过度招聘的想法最初可能看起来通过提供额外支持而带来优势，但现实往往截然不同。其缺点，包括成本增加、效率低下、创新受限和管理挑战，远远超过任何潜在好处。组织必须专注于在劳动力中实现最佳平衡，以提高生产力并保持健康的底线。通过这样做，他们可以确保每位员工的贡献得到重视，并且公司在市场上保持竞争力。