rightsizing

简明释义

英[ˈraɪtˌsaɪzɪŋ]美[ˈraɪtsaɪzɪŋ]

适型化；规模优化；裁员

英英释义

单词用法

同义词

反义词

例句

1.An honorary mention goes to the new phrase "dynamic rightsizing", which means regular sackings, only more exciting and souped-up.

奖项提名中有“动态调整”这个新词，意思是定期裁人，而且裁人只会更勤快。

2.Some are finding out that they had let such employees go in the last round of rightsizing.

有些公司发现，他们在上一轮调整规模时，刚好把这些员工裁掉了。

3.An honorary mention goes to the new phrase "dynamic rightsizing", which means regular sackings, only more exciting and souped-up.

奖项提名中有“动态调整”这个新词，意思是定期裁人，而且裁人只会更勤快。

4.Rightsizing: is the continuous and proactive assessment of mission-critical work and its staffing requirements.

调整：对关键工作任务及其人员需求进行不断和超前的评估。

5.To stay competitive, the firm is rightsizing 优化规模 its product line.

为了保持竞争力，该公司正在对其产品线进行rightsizing 优化规模。

6.The CEO announced a rightsizing 优化规模 initiative to streamline operations.

首席执行官宣布了一项rightsizing 优化规模计划，以简化运营。

7.The new strategy involves rightsizing 优化规模 the management team to enhance decision-making.

新策略涉及对管理团队进行rightsizing 优化规模，以增强决策能力。

8.After the merger, the organization underwent rightsizing 优化规模 to eliminate redundancies.

合并后，组织进行了rightsizing 优化规模，以消除冗余。

9.The company decided to rightsizing 优化规模 its workforce to improve efficiency.

公司决定对员工队伍进行rightsizing 优化规模，以提高效率。

作文

In today's rapidly changing business landscape, companies often face the need to adapt and evolve in order to remain competitive. One of the strategies that organizations employ to achieve this is known as rightsizing. This term refers to the process of adjusting the size of an organization to align with its current needs and goals. It is important to note that rightsizing is not merely about downsizing or reducing the workforce; instead, it encompasses a more comprehensive approach to optimizing resources and enhancing efficiency.The concept of rightsizing can be traced back to the economic challenges faced by many businesses in the late 20th century. During times of recession, companies often had to make tough decisions regarding their workforce. However, as the economy recovered, it became clear that simply cutting jobs was not a sustainable solution. Instead, organizations began to recognize the importance of having the right number of employees with the right skills to meet their strategic objectives.When implementing rightsizing, companies must carefully analyze their operations and identify areas where adjustments are necessary. This may involve streamlining processes, reallocating resources, or even investing in new technologies to improve productivity. For instance, a company might find that certain departments are overstaffed while others are understaffed. By redistributing personnel and responsibilities, the organization can create a more balanced and effective workforce.Another key aspect of rightsizing is the focus on employee engagement and morale. When organizations make changes to their structure, it is crucial to communicate openly with employees and involve them in the process. This helps to alleviate fears and uncertainties that often accompany organizational changes. Additionally, providing training and support during the transition can empower employees and help them adapt to new roles and responsibilities.Moreover, rightsizing should be viewed as an ongoing process rather than a one-time event. As market conditions change and new challenges arise, organizations must continually assess their size and structure to ensure they remain agile and responsive. This proactive approach allows businesses to stay ahead of the competition and capitalize on emerging opportunities.In conclusion, rightsizing is a vital strategy for organizations seeking to optimize their operations and enhance their competitiveness. By aligning their workforce with their strategic goals, companies can create a more efficient and effective organization. Furthermore, by prioritizing employee engagement and maintaining a flexible approach, businesses can navigate the complexities of the modern marketplace and thrive in an ever-evolving environment. Ultimately, rightsizing is not just about numbers; it is about creating a sustainable future for both the organization and its employees.

在当今快速变化的商业环境中，企业常常面临适应和发展的需要，以保持竞争力。组织采用的一种策略被称为权衡规模。这个术语指的是调整组织规模以符合其当前需求和目标的过程。重要的是要注意，权衡规模不仅仅是裁员或减少劳动力；相反，它包含了一个更全面的优化资源和提高效率的方法。权衡规模的概念可以追溯到20世纪末许多企业面临的经济挑战。在经济衰退期间，公司常常不得不对其劳动力做出艰难的决定。然而，随着经济复苏，越来越明显的是，仅仅裁员并不是可持续的解决方案。相反，组织开始意识到拥有合适数量的员工和合适的技能以满足其战略目标的重要性。在实施权衡规模时，公司必须仔细分析其运营，并确定需要调整的领域。这可能涉及简化流程、重新分配资源，甚至投资新技术以提高生产力。例如，一家公司可能发现某些部门人手过多，而其他部门人手不足。通过重新分配人员和职责，组织可以创建一个更平衡和有效的劳动力。权衡规模的另一个关键方面是关注员工参与和士气。当组织对其结构进行更改时，至关重要的是与员工进行开放沟通，并让他们参与这一过程。这有助于缓解伴随组织变革而产生的恐惧和不确定性。此外，在过渡期间提供培训和支持可以增强员工的能力，帮助他们适应新的角色和职责。此外，权衡规模应被视为一个持续的过程，而不是一次性事件。随着市场条件的变化和新挑战的出现，组织必须不断评估其规模和结构，以确保它们保持敏捷和响应能力。这种主动的方法使企业能够领先于竞争，并抓住新兴机会。总之，权衡规模是组织寻求优化其运营和增强竞争力的重要策略。通过将其劳动力与战略目标对齐，公司可以创建一个更高效和有效的组织。此外，通过优先考虑员工参与并保持灵活的方法，企业可以驾驭现代市场的复杂性，并在不断变化的环境中蓬勃发展。最终，权衡规模不仅仅关乎数字；它关乎为组织及其员工创造可持续的未来。