rate of turn-over

简明释义

周转率

英英释义

例句

1.A high rate of turn-over 员工流失率 can indicate a toxic work environment.

高rate of turn-over 员工流失率可能表明工作环境有毒。

2.The company's rate of turn-over 员工流失率 has increased significantly this year, prompting management to investigate the reasons.

公司的rate of turn-over 员工流失率今年显著增加，促使管理层调查原因。

3.To improve the rate of turn-over 员工流失率, the HR department implemented new employee engagement programs.

为了改善rate of turn-over 员工流失率，人力资源部实施了新的员工参与项目。

4.The restaurant's rate of turn-over 员工流失率 is alarming, with many staff leaving after just a few weeks.

这家餐厅的rate of turn-over 员工流失率令人担忧，许多员工在几周后就离开了。

5.Tracking the rate of turn-over 员工流失率 monthly helps the business identify trends and make necessary adjustments.

每月跟踪rate of turn-over 员工流失率有助于企业识别趋势并做出必要调整。

作文

Understanding the concept of employee retention and its impact on business success is crucial in today's competitive market. One key metric that organizations often analyze is the rate of turn-over, which refers to the percentage of employees who leave a company during a specific period, typically a year. This figure can significantly affect a company's overall performance, culture, and financial health. High rate of turn-over (员工流失率) can indicate underlying issues within the workplace environment, such as poor management practices, lack of career development opportunities, or inadequate compensation. Conversely, a low rate of turn-over suggests a stable workforce, which can lead to increased productivity and morale among employees.To effectively manage the rate of turn-over, businesses must first understand the reasons behind employee departures. Conducting exit interviews can provide valuable insights into why employees choose to leave. Common reasons include dissatisfaction with job roles, limited advancement opportunities, or a mismatch between the employee's expectations and the reality of the job. By addressing these issues, companies can create a more engaging and supportive work environment, ultimately reducing the rate of turn-over (员工流失率).Moreover, investing in employee training and development can also play a significant role in lowering the rate of turn-over. When employees feel that their skills are being enhanced and that they have a clear path for advancement, they are more likely to remain with the company. Organizations should prioritize creating career development programs and mentorship opportunities to foster growth and retain talent.Another important factor is the company culture. A positive and inclusive culture can greatly influence an employee's decision to stay with a company. Employers should strive to build a workplace where employees feel valued and appreciated. This includes recognizing achievements, promoting teamwork, and ensuring open lines of communication between management and staff. When employees feel connected to their organization and its mission, they are less likely to leave, thus lowering the rate of turn-over (员工流失率).In addition to these strategies, offering competitive compensation and benefits packages is essential. Employees are more likely to stay with a company that provides fair salaries, health benefits, retirement plans, and other perks. Regularly reviewing and adjusting compensation to match industry standards can help in maintaining a low rate of turn-over. Finally, monitoring the rate of turn-over over time is critical for understanding the effectiveness of retention strategies. Companies should regularly assess their turnover rates and compare them to industry benchmarks. This data can help identify trends and inform future HR policies and practices.In conclusion, the rate of turn-over (员工流失率) is a vital indicator of an organization's health and employee satisfaction. By understanding its implications and actively working to improve retention through various strategies, businesses can enhance their workforce stability and overall success. Ultimately, a lower rate of turn-over leads to a more experienced, engaged, and productive team, which is essential for achieving long-term business goals.

理解员工留存的概念及其对企业成功的影响在当今竞争激烈的市场中至关重要。企业通常分析的一个关键指标是员工流失率，即在特定时期内（通常是一年）离开公司的员工百分比。这个数字可以显著影响公司的整体表现、文化和财务健康。高员工流失率可能表明工作环境中存在潜在问题，例如管理不善、缺乏职业发展机会或薪酬不足。相反，低员工流失率则表明劳动力稳定，这可以导致员工的生产力和士气提高。为了有效管理员工流失率，企业首先必须了解员工离职背后的原因。进行离职面谈可以提供有关员工选择离开的宝贵见解。常见的原因包括对工作角色的不满、晋升机会有限或员工期望与工作现实之间的不匹配。通过解决这些问题，公司可以创造一个更具吸引力和支持性的工作环境，从而最终降低员工流失率。此外，投资于员工培训和发展也可以在降低员工流失率方面发挥重要作用。当员工感到他们的技能得到了提升，并且有明确的晋升路径时，他们更有可能留在公司。组织应优先创建职业发展计划和导师机会，以促进成长并留住人才。另一个重要因素是公司文化。积极和包容的文化可以极大地影响员工留在公司的决策。雇主应努力建立一个让员工感到被重视和欣赏的工作场所。这包括认可成就、促进团队合作以及确保管理层与员工之间的沟通畅通。当员工感到与组织及其使命相连时，他们更不容易离开，从而降低员工流失率。除了这些策略外，提供具有竞争力的薪酬和福利套餐也是至关重要的。员工更有可能留在提供公平薪水、健康福利、退休计划和其他福利的公司。定期审查和调整薪酬以符合行业标准可以帮助维持低员工流失率。最后，定期监测员工流失率对于了解留存策略的有效性至关重要。公司应定期评估其流失率，并与行业基准进行比较。这些数据可以帮助识别趋势并为未来的人力资源政策和实践提供信息。总之，员工流失率是组织健康和员工满意度的重要指标。通过理解其含义并积极采取各种策略来改善留存，企业可以增强劳动力的稳定性和整体成功。最终，较低的员工流失率会导致更有经验、更投入和更高效的团队，这对实现长期商业目标至关重要。