基于素质模型的招聘外文翻译.docVIP

外文翻译 原文 Hiring by Competency Models Material Source: Joural for quality participation;winter2006,vol.29 Issue 4,p16-18,3p Author: Patty Grigoryev Hiring managers are well aware that talent management is the key resource necessary for achieving and sustaining a competitive edge. Yet, finding the right person to fit the right job is a difficult business. Few hiring managers can claim to have never experienced the fallout surrounding a bad hire decision. The costs are enormous and the lessons painfully learned. Core competency modeling offers a solution that increases success in new hire decisions and aids in talent management necessary for the achievement of a competitive edge, The cost of not hiring the right people is the cost of mediocrity and failure. How much is that worth to you?— Charlie Wonderlic, president, Wonderlic, Inc, The hard and soft costs of a bad hire. It has long been understood that poor hiring decisions can be enormously costly to an organization. Hard costs surrounding a bad hire have been calculated at 50-200% of the first year salary, dependant on the employee level (Alpern Rosenthal), Soft costs, while difficult to assess with a dollar figure, can be even more significant, A loss of confidence in managements decision-making prowess, potential destabilization of the workforce, and morale problems may have far-reaching negative impact on the organization following a bad hire experience, A key position filled by a bad hire can knock an organization back by years, in terms of competitive advantage. The costs surrounding a bad hire can have significant impact on bottom-line results. This is especially so as bad hire outcomes are far more common than most have realized. Motivation will almost always beat mere talent. —Horman, R, Augustine How often do organizations experience bad hires? A recently published, three-year study of new hire success rates demonstrated that it happens frequently. Conducted by Leadersh