Directions: There are some passages in this part of the test. You are to translate the passages into Chinese on your Answer Sheet.
71.
(~)The Chief Executive of a large hotel became aware that his company was experiencing annual employee turnover of about 50 percent, at an annual cost estimated between $10 to $12 million. This large amount of money was calculated based on two factors: the money spent hiring replacements and reduced occupancy rates due to poor guest satisfaction levels.
(~)Employee turnover is a crucial problem in the hotel industry. But there are some talent management practices and tactics you can adopt to increase employee retention. Here are a couple of suggestions.
(~)Hire the Right People: Start by improving your recruiting and hiring practices. When you’re interviewing, make sure you give candidates an honest and thorough picture of what it’s like to work at your hotel. If your busy times are high-pressured and stressful, share those details. Being honest about your culture,working conditions will help candidates "self-select", making you more likely to hire people who "fit" in your hotel and its culture.
(~)Recognize and Reward Solid Performance: We all like to feel appreciated! Your hotel and managers need formal and informal ways to recognize and reward high performance. Not all rewards need to be financial. Even a simple "thank you"or public recognition of their efforts can be effective ways to reward employees. And employees who feel valued tend to stick around.
(~)Provide Opportunities for Development: Supporting employee development through paid or subsidized courses, books, work experiences, podcasts, etc. helps to communicate to them that you value them and their work, and are committed to their success and career progression. All of this drives up employee retention.
(~These talent management practices will not only drive up employee retention,but also increase employee satisfaction and engagement. And all that is good for business.
B~.
71.
(~)The Chief Executive of a large hotel became aware that his company was experiencing annual employee turnover of about 50 percent, at an annual cost estimated between $10 to $12 million. This large amount of money was calculated based on two factors: the money spent hiring replacements and reduced occupancy rates due to poor guest satisfaction levels.
(~)Employee turnover is a crucial problem in the hotel industry. But there are some talent management practices and tactics you can adopt to increase employee retention. Here are a couple of suggestions.
(~)Hire the Right People: When you’re interviewing, make sure you give candidates an honest and thorough picture of what it’s like to work at your hotel. If your busy times are high-pressured and stressful, share those details. Being honest about your culture, working conditions will help candidates "self-select", making you more likely to hire people who "fit" in your hotel and its culture.
(~)Recognize and Reward Solid Performance: The managers need formal and informal ways to recognize and reward high performance. Not all rewards need to be financial. Even a simple "thank you" or public recognition of their efforts can be effective ways to reward employees. And employees who feel valued tend to stick around.