Brain drain(人才流失)

文献出处：Sahay A. Reverse Brain Drain: New Strategies by Developed and Developing Countries [J]//Global Diasporas and Development. Springer India, 2014: 183-201.译文Reverse Brain Drain: New Strategies by Developed andDeveloping CountriesAnjali SahayIntroductionKarl Marx would be amused. He longed for the day when the workers would own the means of production. Now they do.While it is traditionally argued that openness to international migration will cause an effective brain drain for the source country, in the new millennium, the discussion on brain drain has clearly moved to the more optimistic and realistic discourse on brain circulation and brain gain with a positive net return on human capital.Brain circulation as a theory posits that an immigrant’s lo cation is insignificant today, as these have become professional and social networks that link new immigrant entrepreneurs with their counterparts at home. These new transnational communities provide the shared information, contacts, and trust that allow local producers to participate in an increasingly global economy. And other brain gain strategies such as return, remittances, and other political lobbying benefits (Sahay 2009) that have become clearly visible in the twenty-first century. So far, international mobility has mostly been understood as a unidirectional phenomenon with people from ‘peripheral’, or poor, countries seeking to settle in ‘core’, or wealthy, countries typically located in the Northern Hemisphere (Altbach 2004).However, the trend has now changed dramatically to show an increasing movement of returnees of these highly skilled professionals and students back to the ‘peripheral’or poor countries. And even though the rate of return has been consistently high for Asian countries such as South Korea (Lee 2010) and Taiwan and traditionally low for countries like China and India, the trend is now picking up in both of these countries as well with expatriates seeing a benefit for themselves as they return and see equal opportunities in their home countries. As a result of these benefitsof outmigration, immigration and emigration policies are continually being adopted by policymakers across the globe to retain their best and the brightest labour and talent pool of the highly educated.In the case of developed countries (DCs), United States in particular, immigration remains a controversial topic, with illegal immigration, security concerns after September 11 attacks, demographic changes and societal and cultural impacts taking centre stage and overshadowing the more important topic of employment-based immigration that even today (DHS 2010, Yearbook of Immigration Statistics data ) remains at best 14 % of all legal immigration. And while economists have argued that ‘that the United States should e liminate quantitative restrictions on employment- based immigration as there are obvious economic benefits to opening up the borders to international labour who are highly skilled, talented, and educated, legislative policies have traditionally put numeric al limits on this form of immigration’.Currently, noting the economic benefits and contributions of immigrant population (now considered as part of US human capital), there is an increasing emphasis in US legislative process towards retaining the already present high-skilled immigrants and students with advanced degrees from leaving their shores. The Startup Visa Bill originating in the US Senate in 2011 is an important step in that direction. Either because of restrictive immigration policies or the tedious immigration naturalization process or increased benefits and opportunities in the home country, many of these immigrant populations are now ‘returning’ home. Consequently, brain drain, which was the popular jargon of the twentieth century coming from the less developed countries (LDCs), has become the jargon of the DCs who are now complaining of their own brain drain with trained immigrant populations choosing the return option and leaving their shore. 1On the other end of the spectrum, realizing the attractiveness of its diaspora community in the form of economic, social and even political gains (Sahay 2009, pp. 157–193; Khadria 1999), legislative policies are being formulated in these so- called LDCs (which are now in various stages of developmental process) in a continuous effort to attract their overseas high-skilled entrepreneurs to return or reinvest in theirhome countries contributing to a net ‘brain gain’ for the home country. ‘Pull’ factors such as cultural familiarity and family ties along with personal benefits are strong reasons for many reverse migration trends. From a gendered perspective, many also return as there are laws and rules that prohibit an immigrants’ spouse to work in the host country. While there may be personal and cultural reasons for return which cannot be quantified in an economic perspective, this chapter will mostly trace the important legislative developments that have taken place in many developing countries, particularly Asia. The International Organization of Migration has classified reasons for return migration occurring in three different ways.Return may be classified as:1. Voluntary without compulsion, when migrants decide at any time during their sojourn to return home at their own volition and cost2. Voluntary under compulsion, when persons are at the end of their temporary protected status, rejected for asylum or are unable to stay and choose to return at their own volition3. Involuntary, as a result of the authorities of the host state ordering deportation (Singla 2012) In this chapter, I will be looking at the first reason mostly and the second reason (such as persons who are at an end of their temporary stay) as the main reasons for return.Why Asia? Notwithstanding the many contributions of immigrants to the United States from different parts of the world, this chapter will focus on Asian immigration into the United States and the return of these professionals to some of these Asian countries. The reason for focusing on Asia is that since 1965 immigration reform and particularly since the tech boom of the 1990s, Asia as a region has remained consistently high as a source continent with respect to employment-based immigration and education, two of the main components of human capital. The twenty-first century is also cited as an ‘Asian Century’ with the growing importance of China and India as emerging superpowers. Furthermore, as explained by many return studies to Asia, Return redefines Asia’s relations with the world. Historically, large-scale return migrations are always related to changes in international relations. Today, in mostparts of Asia, return is an enterprising project instead of an exercise due to nostalgia. Returning to China or India from the West, for example, is perceived as a ‘return to the fu ture’—to be ahead of global business and technology curves. Returnees are significant because the action of return reinforces allegiance and loyalty, yet the returnees are expected to rejuvenate and even revolutionize the old. Return energizes nationalism in the globalizing world. (Singapore 2007) This chapter is a timely research in the field of international migration and international relation in the twenty-first century. It furthers our understanding of concepts such as ‘brain drain’ (primarily associat ed with LDCs) and ‘brain gain’(primarily associated with DCs) and also attempts to understand the importance of human capital as a source of power for any state (developed or developing) in the twenty-first century. Within this framework, the empirical evidence provided will be for the United States as the developed country and several Asian countries such as India, China, South Korea and Singapore as the prototype developing and newly emerging economies. Firstly, theoretical concepts such as human capital and brain gain will be discussed to understand why employment-based and education-based immigration are important to the host country’s economy. Second, the chapter will trace the legislative process towards employment-based and education-based immigration in the United States (mainly towards immigration from Asia) and later legislations in trying to harness and retain their immigrant population from leaving their shores. Third, the chapter will trace legislative policies evolved by some developing countries (mostly Asian countries such as India, China and Singapore) in attracting their overseas nationals seen as a talent pool of individuals back to their home countries. And to conclude, the chapter ties in all these trends to give us a better understanding of the international movement of people between Asia and the United States and brain gain strategies for the twenty-first century.Immigration reform has always stirred up a debate in the United States. When the Democrats won the majority in both the House and the Senate in the 2005 midterm elections, there was some anticipation that the legislators would move forward the immigration reform process. ‘When the immigration reform proposal bill 1639 failed(despite receiving bipartisan support most notably from Senator Ted Kennedy and President George W. Bush) it reflected the general indecision and ambivalence on the part of US policymakers on the subject of immigration’ (Brotherton and Kretsedemas 2008 ,p. 365). In the United States of America, ‘few issues a re more controversial than immigration’ (West 2010, pp. 1–20). As argued by Darrell West (2010), there is a general concern about immigration because they view the material costs of open door policies as broad-based and the benefits as concentrated.A number of studies have been made to estimate the costs and benefits of immigration to the United States, see (Jacoby 2004). Keeping aside the cost of cultural assimilation and the cost of security threats (especially after September 11), most arguments on immigration have been made using the economic cost to the country. As argued, ‘the impact of open policies falls on disadvantaged workers who feel their wages are depressed by newcomers and on taxpayers who worry about a drain on public resources, while the benefits accrue to a small group of successful immigrants’ (West 2010, p.1). This fear is further highlighted during periods of recessions where ever-shrinking employment opportunities leads to the crowding out effect: that foreigners end up taking jobs that would have otherwise gone to American workers or reduces the wages as a greater talent pool leads to more competition and thus less wages.However, looking at the long-term effects, it benefits scholars and policymakers to undertake research to look at the contribution made by immigrants to the American economy, science, biotech and high-tech industries, to say the least. These remain the focal industries as most legal immigrants entering on the H-1B (employment-based) visas tend to go in these fields and these fields are considered vital to the development of any country (especially the United States where native enrolment in these fields have been dropping consistently). In addition to training on the jobs, millions of dollars are spent by universities in training foreign students (in the form of Ph.D. tuition waivers, graduate assistantships and other fellowship grants). With the recent economic recession in the United States, many of these students have preferred to return to their home countries which are now in an advanced stage of developmentand enjoying a strong economy. The following sections will look at immigrants’ contributions in innovation, entrepreneurship, research and education and hence the argument to retain immigrants from leaving the shores of the United States contributing to a net loss to US human capital and therefore its own ‘brain drain’.In the new millennium, a state’s development and power is not only measured by its military strength and economic capability but also be measured by its investments in human capital. Human capital has been defined by economists as those important investments that an individual can make in education and experience (also training). These two factors are intrinsic to human capital because people cannot be separated from their knowledge, skills, health or values in the way they can be separated from their financial and physical assets. Thus, whether an individual migrating from one state to the other is leaving a country or entering another, what will matter are that person’s qualifications.译文扭转人才流失的现状:发达国家和发展中国家的新策略查尔斯·汉蒂引言卡尔·马克思会感到欣慰。

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warehouse,转基因食品,可能要考的：9、金融危机相关词汇已经考过的：IPR,Sub-prime Mortgage Crisis,Free Trade Agreement,稳健的货币政策,可能要考的：10、大陆对台政策类已经考过的：CEPA,可能要考的：一国两制、11、中国航天事业类已经考过的：载人航天计划，载人飞船可能要考的：12、美国机构类已经考过的：NASA，USNE，美国联邦储备银行，奥巴马、奥斯卡奖、花旗银行，Arbor Day，可能要考的：ANSI（美国国家标准学会、美利坚合众国、USDA、ACM、USNA、NSC、USMA、AMA、ABA （American Bar Association美国律师协会、ECMA（European Computer Manufacturers Association欧洲计算机制造商协会、IDC （International Data Corporation国际数据公司、NAS（National Academy of Sciences国家科学院、AAA（American Automobile Association美国汽车协会、ABA（American Bankers Association 美国银行家协会、ARC（American Red Cross美国红十字会、IATA （International Air Transport Association国际航空运输协会DA （Department of the Army (美国)陆军部、OSS（Office ofStrategic Services战略情报局、NMD/国家导弹防御系统、13、全球著名快递公司已经考过的：EMS、14、全球航空公司已经考过的：BA（British Airways英国航空公司可能要考的：CAB（Civil Aeronautics Board民航局、AAL （American Airlines美国航空公司、AA（American Airlines 美国美洲航空、15、全球著名企业已经考过的：可能要考的：HP（Hewlett-Packard惠普公司、GM（General Motors美国通用汽车公司、16、各国缩写已经考过的：可能要考的：CAN加拿大SP西班牙IR伊朗PE（Peru秘鲁IRE （Ireland爱尔兰AR（Argentina阿根廷JP（Japan 日本、SFO（San Francisco三藩市、16、各国央行及全球著名银行已经考过的：中国工商银行，可能要考的：ECB（European Central Bank欧洲中央银行、17、全球证交所已经考过的：NSDAQ、创业板,可能要考的：ASE美国证券交易所、SEX（(Singapore Stock Exchange)新加坡证券交易所、SSE(上海证券交易所)、ASX澳大利亚证券交易所Australian Stock Exchange、纳斯达克，道.琼斯,香港恒生,东京证券交易所，18、全球运动协会缩写已经考过的：NBA可能要考的：AHL（American Hockey League）美国曲棍球联盟、MLB（Major League Baseball）美国全国棒球协会和盟国棒球协会、NBA（美国）国家篮球协会、NHL（National Hockey League）全国曲棍球联盟、WWF（World Wrestling Federation）世界摔角联盟、CBA、19、中国特色的词汇已经考过的：中国特色的社会主义市场经济,外向型经济，政企分开，恶性循环，自负盈亏，扫黄打非,西部大开发,高度自治,中小企业，打造知名品牌，晚婚晚育，可能要考的：20、百科全书已经考过的：Encyclopedia Britannica, binary opposition,可能要考的：21、古代巨著已经考过的：《论语》《红楼梦》《红楼梦》《毛泽东语录》《论语》《钦定圣经》、可能要考的：水浒、三国、西游记、一千零一夜、天方夜谈、道德经、TAO，孔子、孟子、22、军事外交类已经考过的：外交庇护,战略伙伴关系，Special Safeguard Mechanism,可能要考的：23、节能减排、气候大会已经考过的：节能，温室气体排放可能要考的：24、中国网络热词已经考过的：选秀,囧，绿坝，SOHO、可能要考的：25、中国成语可能要考的：26、中国自然灾害已经考过的：地震，可能要考的：27、中国名盛古迹已经考过的：颐和园，天坛、兵马俑，可能要考的：28、翻译专业述语已经考过的：音译、对等翻译、direct Translation，MTI，Simultaneous Interpretion，会议传译，应用语言学，可能要考的：29、节日已经考过的：老人节，Arbor Day，可能要考的：30、中国特色的评选已经考过的：中国十佳宜居城市可能要考的：31、科技类已经考过的：the king of kings, Dubbling，文本对等，可能要考的：。

1.I made it. 误“我制造了它”正“我没迟到，赶上了”（用于上下班，上放学等）Kate was late for getting up, but she made it and caught the bus.2.Our boss has been canned.误“我们的老板被扔进垃圾桶”正“我们老板被解雇”-Our colleague Helen has been canned.-You’re kidding!3.It’s been a long day.误“今天时间很长”正“今天很忙”如果一天当然有超多很繁琐的事情要做的话，一天下来你会觉得这一天很漫长。

It’s been a long day, and I don’t have time to rest yet.Don’t work too hard.4.lead a dog’s life 过着狗一样的生活，穷困潦倒David works very hard, but he still has led a dog’s life.5.let the cat out of a bag字面意思：把猫从袋子里放出来；真实意思：泄露秘密；典故：1760年代的英国，人们很喜欢去超市买乳猪，但乳猪会乱窜，于是装在麻袋里出售。

后来奸商为牟取暴利，用猫冒充乳猪，直到顾客带回家，把猫从袋子里放出来，才露出马脚。

例句：It was supposed to be a secret that we were firing our accountant for stealing money.But one of the secretaries saw the memo and let the cat out of the bag by telling her friends.我们解雇了偷钱的会计，这件事本来应该保密的。

但是一个秘书看见了有关这件事的条子，告诉了她的朋友，这样就泄露了秘密。

我国中小型企业人才流失影响因素分析及对策研究摘要众所周知，21世纪的竞争归根结底是人才的竞争。

随着社会主义市场经济体制改革的不断深化和发展，市场经济迅猛突起，在国家各项扶持和鼓励性措施的牵引下，中小型企业雨后春笋般发展起来，并且对社会财富的增幅起到了举足轻重的作用，但是中小型企业人才流失却成了一个普遍的问题。

本文以我国中小型企业人才流失影响因素分析及对策研究为论题在对中小企业人力资源管理特点理论知阐述的基础上，从内外两个方面，分析出中小企业人才流失主要存在外企企业招揽贤才、中小企业管理、人力资本投入、激励机制等方面存在问题。

针对这些因素影响，结合中小企业的自身特点，本文重点从树立新理念、靠企业文化、靠激励机制、靠人情、靠平台等几个方面，提出了应对中小型企业人才流失的策略。

关键词：中小型企业；人才流失；因素；对策AbstractAs everyone knows, the twenty-first Century competition in the final analysis is the competition of talents. With the continuous deepening and development of the socialist market economic system reform, market economy fast processesin traction, national support and encourage measures like bamboo shoots after a spring rain, small and medium-sized enterprise development, and thewealth of society to play a decisive role in the role, but the loss of talents in small and medium enterprises has become a common problem.Based on the talents of small and medium sized enterprises in China erosion influence factors and Countermeasure of the subject based on the small and medium-sized enterprise human resources management theory knowledge on the exposition, from two aspects, analysis of the small and medium-sized enterprise brain drain are foreign enterprises recruit highly, in small business management, human capital, incentive mechanism etc. the problem. According to the influence of these factors, combined with small and medium-sized enterprises of their own characteristics, this paper focuses on establishing the new concept, depending on the enterprise culture, by the incentive mechanism, by human, on the platform and so on several aspects, proposed the talent to small and medium enterprises loss strategy.Key words: small and medium-sized enterprise; brain drain; factors;Countermeasures目录第1章绪论 (1)1.1 研究背景与意义 (1)1.1.1 研究背景 (1)1.1.2 研究意义 (1)1.2 国内外的研究现状 (1)1.2.1 国外研究现状 (2)1.2.2 国内研究现状 (2)1.3 研究内容与方法 (3)1.3.1 研究内容 (3)1.3.2 研究方法 (3)第2章概念界定与相关理论综述 (4)2.1 中小型企业人才流失 (4)2.2 中小型企业人力资源管理的特点 (4)2.2.1 中小型企业拥有灵活的用人机制 (4)2.2.2 中小型企业人力资源流动频繁 (4)2.2.3 选择合适的人才是中小型企业人力资源管理的关键 (5)第3章我国中小型企业人才流失现状及影响因素分析 (6)3.1 外界环境影响 (6)3.1.1 外来企业的掠夺式招揽贤才 (6)3.1.2 国内企业人心浮动 (6)3.2 企业内部管理的问题 (6)3.2.1 缺乏科学的人力资源管理战略 (6)3.2.2 家族式管理导致人才流失 (7)3.2.3 管理机构设置不科学，管理人员素质不高 (7)3.2.4 人力资本投入严重不足 (7)3.2.5 缺乏长期有效的薪酬与激励机制 (8)3.2.6 忽视员工职业生涯的发展 (8)第4章中小型企业人才流失的应对策略 (9)4.1 树立新理念 (9)4.1.1 人力资本比财力更重要 (9)4.1.2 用好人比选好人更重要 (9)4.1.3 物质激励与精神激励同等重要 (9)4.2 应重视五靠 (10)4.2.1 靠事业留人 (10)4.2.2 靠企业文化留人 (10)4.2.3 靠科学的管理体系和晋升体系留人 (10)4.2.4 靠提供具有市场竞争力的薪酬留人 (10)4.2.5 靠人情留人 (11)4.3 要为之提供平台 (11)4.3.1 企业公平竞争的平台 (11)4.3.2 参与企业团队合作的平台 (11)4.3.3 企业领导者的管理能力是提供这些平台的关键 (11)第5章结论与展望 (13)5.1 主要研究结论 (13)5.2 展望 (13)参考文献 (14)致谢 (15)第1章绪论1.1 研究背景与意义1.1.1 研究背景随着中国加入WTO，国际市场全球化的趋势加强，中国的经济体制进行了改革，企业的经营环境发生了很大的变化，中小企业如雨后春笋般的发展起来，中小企业已经成为中国经济发展和科技创新的重要力量，在中国民经济中占有重要地位。

brain-drain
今天要讲的词是：brain drain.
那么，它到底是什么意思呢？
brain就是“大脑”的意思，大家都知道。

而drain是“排水沟”的意思，在这里引申为“排干、流尽”的意思。

所以，brain drain 就是“人才流失”的意思了。

例如，一个国家或地区的科学家、学者和其他知识分子、专业技术人员和熟练工人的移民就是典型的人才外流现象。

最后，来看个例句吧。

it was also because of problems with 'brain
drain' — institutes in africa and the
caribbean in particular still have a hard time
retaining staff once they have been trained.
另一个原因是"人才外流"的问题——特别是非洲和加
勒比地区的机构仍然面临人员一旦得到培训之后很难
挽留他们的情况。

完
▽。

SECTION I: 英译中1. Alma Mater 母校2. Bachelor’s degree 学士学位3. brain drain人才流失4. Cambridge 剑桥大学5. college equivalency大学同等学力6. degree 学位7. diploma毕业文凭8. division 分校9. doctoral degree / Ph.D degree博士学位10. dropout辍学11. eliminate illiteracy 扫盲12. generation gap 代沟13. Harvard 哈佛大学14. intercultural exchange 国际文化交流15. Jurist Master （JM）法律硕士16. Jurum Doctor （JD）法学博士17. life-long learning 终身学习18. Master’s degree硕士学位19. MIT 麻省理工学院20. non-residential college 不提供住宿的大学21. on -job training 在职培训22. open universities （采用电视、广播、函授进行教学的）开放大学23. Oxford 牛津大学24. polytechnic adj./ n. 工艺学校，工艺的，25. Princeton 美国普林斯顿大学26. qualifying examination 资格考试27. residential college 提供住宿的大学28. school dropout / leaver 辍/失学青少年29. self-discipline 自我约束30. self-training 自我训练31. Stanford斯坦福大学32. study by correspondence 通过函授学习33. the Open University, UK （英国）开放大学34. tuition （fee）学费35. UC Berkeley 加洲伯克利大学36. Univ Edinburgh 爱丁堡大学37. Univ Munich 慕尼黑大学38. Univ Pennsylvania 宾夕法尼亚大学39. Univ Toronto 多伦多大学40. vocational school 职业学校41. Yale 耶鲁大学SECTION II: 中译英2.1 中国教育界热门词汇1. 电视广播大学television and radio broadcasting university2. 函授学院correspondence school3. 成人夜校night school for adults4. 业余艺术/体育学校amateur arts/athletic school5. 附中middle / high school affiliated to …6. 在职进修班on-job training course7. 政治思想教育political and ideological education8. 自学成才to become educated through independent study9. 奖学金scholarship; fellowship; financial grant10. 领取助学金的学生 a grant-aided student11. 伙食费board expenses12. 伙食补助food allowance13. 博士生Ph.D candidate14. 博士后post-doctoral15. 毕业鉴定graduation appraisal16. 毕业生分配graduate placement1. 伯乐a good judge of talent （a name of a legendary person in the state of Qin during the Spring and Autumn Period who excelled in uating horses）2. 博导supervisor of Ph.D. candidate / doctoral advisor3. 成人高考/自学考试the national higher education exams for self-taught adults4. 成人教育adult education5. 充电update one's knowledge6. 初等教育elementary education7. 大学城college town8. 大学社区college community9. 大专文凭associate degree10. 分数mark; grade11. 学习成绩academic record; school record12. 成绩单transcript13. 毕业论文（大学）paper; （研）thesis; （博）dissertation14. 实习internship; field work15. 毕业典礼graduation ceremony; commencement16. 毕业证书certificate17. 高等教育higher education18. 高等教育“211工程”the“211 Project” for higher education19. 高等学府institution of higher education20. 综合性大学comprehensive university21. 文科院校colleges of （liberal）arts22. 理工科大学college / university of science and engineering23. 师范学院teachers' college / normal college24. 工科大学polytechnic university25. 农学院college of agriculture26. 医学院medical school27. 中医院institute of traditional Chinese medicine （TCM）28. 音乐学院music school29. 美术学院academy of fine arts30. 高分低能high scores and low abilities31. 高考（university / college）entrance examination32. 高校扩招the college expansion plan33. 高中同等学力highschool equivalency34. 广播电视大学radio and television university35. 国家普通话水平考试National Proficiency Test of Putonghua （Mandarin）36. 函授大学correspondence university37. 教授professor38. 副教授associate professor39. 客座教授visiting professor; guest professor40. 讲师lecturer41. 助教assistant42. 辅导员assistant for political and ideological work43. 教研室/组teaching and research section/group44. 教学法pedagogy; teaching method45. 教育界education circle46. 教育投入input in education47. 九年义务教育nine-year compulsory education48. 考研take the entrance exams for postgraduate schools49. 课外的extracurriculum50. 课外活动extracurricular activities51. 课堂讨论class discussion52. 必修课required / compulsory course53. 选修课elective / optional course54. 基础课basic course55. 专业课specialized course56. 课程表school schedule57. 研究小组；讨论会seminar58. 教学大纲teaching program; syllabus59. 学习年限period of schooling60. 学历record of formal schooling61. 学年school/academic year62. 学期（school）term; semester63. 学分credit64. 两院院士academicians of the Chinese Academy of Sciences and Chinese Academy of Engineering65. 启发式教学heuristic education66. 热门话题hot topic67. 人才交流talents exchange68. 人才战competition for talented people69. 商务英语证书Business English Certificate （BEC）70. 设计学院academy of design71. 体育学院institute of physical culture72. 适龄儿童入学率enrolment rate for children of school age73. 授予某人学位to confer a degree on / to sb. /for sth （e.g. thesis）74. 升学率proportion of students entering schools of a higher grade75. （国家）助学金（state）stipend/subsidy/ financial aid76. 硕博联读 a continuous academic project that involves postgraduate and doctoral study77. 松江大学城Songjiang College Town78. 素质教育quality-oriented education79. 填鸭式教学cramming method of teaching80. 同声传译simultaneous interpretation81. 托福Test of English as a Foreign Language （TOEFL）82. 脱产进修block release83. 短训班short-term training course84. 师生员工faculty, students and staff85. 教学人员the faculty; teaching staff86. 中、小学校长headmaster/headmistress; principal87. 大专院校校长（美）president; （英）chancellor ; vice-chancellor88. 教务长，（系）主任dean89. 希望工程Project Hope90. 小组讨论group discussions91. 校训school motto92. 校友alumnus（男）；alumna（女）pl. alumni; alumnae93. 学生会students' union/association94. 走读生extern; non-resident student95. 住宿生boarder96. 旁听生auditor97. 研究生graduate student; post-graduate （student）98. 应届毕业生graduating student; current year’s graduate99. 课程course; curriculum100. 校园数字化campus digitalization101. 校园文化campus culture102. 学分credit points103. 学汉语热enthusiasm in learning Chinese104. 学历教育education with record of formal schooling105. 学龄儿童school-ager106. 学前教育preschool education107. 学生减负alleviate the burden on students108. 学时credit hours109. 学位证书degree certificate110. 学英语热enthusiasm in learning English111. 义务教育compulsory education112. 应试教育exam-oriented education113. 优化教师队伍optimize the teaching staff114. 在职博士生on-job doctorate115. 在职研究生on-job postgraduates116. 招生办公室admission office117. 招生就业指导办公室enrolment and placement office118. 职业道德work ethics119. 职业高中（职高）vocational high school120. 职业教育vocational education121. 三学期制the trimester system122. 定向招生students are admitted to be trained for pre-determined employers 123. 示范试点demonstration pilot project124. 动员mobilize125. 多学科的multi-disciplinary126. 重点大学key university127. 被授权be authorized to do128. 博士后科研流动站center for post-doctoral studies129. 国家发明奖National Invention Prize130. 国家自然科学奖National Prize for Natural Sciences131. 国家科技进步奖National Prize for Progress in Science and Technology 132. 学术报告会，专题讨论会symposium/ seminar133. 记者招待会press conference134. 国家教委State Education Commission135. 国家统计局State Statistical Bureau136. 国家教育经费national expenditure on education137. 财政拨款financial allocation138. 职业培训job training139. 职业文盲functional illiterate140. 专职教师full-time teacher141. 智力引进recruit / introduce （foreign）talents142. 智商intelligence quotient （IQ）143. 中等教育secondary education144. 主观能动性subjective initiative145. 助学行动activity to assist the impoverished students146. 准博士all but dissertation （ABD）147. 自费留学go to study abroad at one's own expense148. 自费研究生self-supporting/ self-sponsored graduate student2.2 中国现行教育制度问题1. 片面追求升学率to place undue emphasis on the proportion of students entering schools of a higher level2. 全面实施以德育为核心、以创新精神和实践能力为重点的素质教育to carry on the quality education centering on moral education and emphasizing creativity and practice3. 教育必须为社会主义现代化服务，必须同生产劳动相结合，培养德智体全面发展的建设者和接班人。

企业人才流失原因及对策分析李秋眉（2014级人力资源管理学本科毕业）摘要企业的人力资源是企业核心能力的重要源泉，当今社会企业间的竞争归根结底就是人才间的竞争，人才流动从社会角度来看是必然趋势，市场经济需要人才流动，只有合理的人才流动才能实现队伍的整体优化。

人才流动可能会给企业带来严重的损失，对企业的生产或发展造成不利的影响。

如何留住人才是许多企业需要认真思考的问题，本文从企业人才流失现状及人才流失特点及给企业造成的影响入手，从多方面了解造成这些问题的原因，主要是以内部与外部环境因素以及人才自身的原因；从企业的角度出发，就如何改善企业中的人才流失问题进行分析，提出一些解决问题的具有参考价值的建议。

关键词：人才流失，原因分析，人力资源管理，留住人才Enterprise brain drain the reason and countermeasure analysisLi QiumeiABSTRACTEnterprise's human resources is the important source of enterprise core competence, the competition between enterprises in today's society in the final analysis is the talent competition, talent flow from a social point of view is the inevitable trend, the market economy needs talent flow, only the reasonable flow of talent team to achieve overall optimization. Talent flow may bring serious loss, cause adverse effect to the production or development of the enterprise. How to retain talent is many enterprises need to think seriously about the problem, this article from the enterprise brain drain current situation and characteristics and the impact to the enterprise brain drain, understanding the causes of these problems from several aspects, mainly internal and external environmental factors and people's own reason; From the perspective of enterprise, on how to improve the enterprise brain drain problems were analyzed, and puts forward some Suggestions of reference value to solve the problem.Keywords：The brain drain，Cause analysis，Human resource management，Retain talent目录摘要 (1)ABSTRACT (2)一、企业人才流失的现状及影响 (4)1.1企业人才流失的现状 (4)1.2企业人才流失对企业的影响 (4)二、企业人才流失的原因 (5)2.1外部环境因素 (6)2.1.1劳动力市场供求状况影响 (6)2.1.2社会经济因素的影响 (6)2.2内部环境因素 (7)2.2.1人力资源管理制度不完善 (7)2.2.2薪酬体系不完善 (8)2.2.3企业文化不完善 (9)2.3人才自身的原因 (9)三、企业人才流失的对策探讨 (10)3.1完善人力资源管理制度 (10)3.1.1制定人力资源总体规划，创新人力资源管理模式。

现代物流行业关键人才的流失和对策研究内容摘要当今社会，经济高速发展，催生了许多产业并带动了它们的发展，作为经济发展的产物，物流行业的发展劲头极为显著。

在其他国家，很早就有了对物流行业的研究，随着物流行业的经济地位不断提升，国内也从国外引进相关的物流概念，不断加深国内对物流行业的认识。

再加上开放和经济全球化的影响，目前，现代物流行业已成为了我国国民经济支柱之一，我国也越来越重视物流行业的扶植和发展，特别是物流人才的培养。

然而，作为一种新型产业，存在诸多因素导致该行业内关键人才流失严重，这种情况不利于现代物流业的健康发展。

本文以现代物流行业的相关理论、发展现状和人才流失理论为铺垫、指出人才流失的弊端，列举了邮政快递和重庆市物流行业人才流失等案例，从物流企业、国家政府、人才自身等角度出发，分析和总结出人才流失的种种原因，最后，针对原因提出相关的建议对策，希望可以缓解目前人才流失严重的状况。

关键词：现代物流；关键人才；人才流失；对策研究一、绪论（一）研究背景（二）研究的意义1.理论意义本文的主题是现代物流关键人才的流失和对策研究，笔者查阅了有关现代物流的理论和人才流失研究理论，在研究的过程中，发现了前人对人才流失的原因分析虽然合理，但仍不够全面，大多数学者主要考虑的角度是物流企业和人才自身，忽略了国家政策、社会、经济水平的影响因素，其次就是他们基本都是以单个企业为案例进行研究，最后得出的研究结论并不能代表全国各地的所有物流企业都是因为相同的原因而导致人才离职，多多少少有点以偏概全。

相比前人，笔者在研究的过程中，不仅借鉴了已有的研究成果，而且还将国家政策、社会、经济水平等他们容易忽略的因素考虑进去，丰富了人才流失的研究成果，为后人研究提供了更加全面的参考。

2.现实意义作为一种结合了运输业、货代业、信息业和仓储业等产业的复合型服务行业，现代物流行业在国民经济的经济地位至关重要。

然而一个行业的发展离不开人才的支撑，随着当前现代物流高速发展，物流关键人才非常紧缺，再加上物流行业的人才流动性大，人才流失严重，更加剧了现代物流行业人才短缺的情况。

2017年真题解析（二）Part II14.What does the author say about forming new habits?A.It is easier than people have expected.B.It is best done through physical action.C.It must be done by making careful plans.D.It can be achieved by interrupting old patterns.网校答案：D网校解析：细节题。

根据文章第四段第二句可知，打破旧模式可以为新模式创造空间，由此可推断出，养成新习惯可以通过打破旧的习惯模式来实现，故答案为D。

文章第二段第三句提到，培养好习惯，说起来容易做起来难。

由此可知，养成新习惯可能比我们想象的要难，选项A（它比人们预想的更为容易）与原文表述相反，故排除。

文章第四段第三句提到，打破你的模式的几种方法是让自己感到震惊，或者说一些有趣的东西，让自己大笑，或者通过一些身体动作来打破你的模式。

但并没有说最好的方法是身体动作，选项B（最好通过身体动作）与原文信息不符，故排除。

选项C（必须通过制定细致的计划来实现)原文未提及，故排除。

15.The author's purpose in writing the passage is to_________.A.introduce ways to develop good habitsB.identify good habits and bad habitsC.help better understand the role of habitsD.emphasize the importance of good habits网校答案：A网校解析：主旨题。

通读全文可知，文章主要讲述了打破旧习惯模式、养成良好的习惯的方法。

专业技术人才流失原因分析及对策研究专业技术人才流失原因分析及对策研究——以某公司为例摘要随着社会主义市场经济的建立和改革开放，民营企业在我国社会经济生活中已经占有重要地位，对国民经济的贡献不断增大。

引进人才、留住人才、用好人才是民营企业健康发展的重要保证。

企业生存和发展最重要的是人力资源，但是当前人员流动过于频繁的问题却阻碍着企业发展。

民营企业人才流失，特别是作为制造业型民营企业专业技术员工离职现象非常严重。

本文通过对北京宏强富瑞技术有限公司人才流失现状进行分析，以售后服务中心中的维修工程师和研发部的专业技术人员为研究对象。

结合了国内外关于造成人才流失因素进行分析，通过发放统计调查问卷的方式，并结合公司实际情况对分析专业技术人才流失的原因，总结了以下几方面的因素：经济因素，工作满意度，晋升因素及个人发展等因素。

并针对这些因素提出了相对应的对策和建议，以达到降低人才流失率，增加员工满意度的目的。

本文研究对于改进公司专业技术人才流失状况具有重大意义。

专业技术人才是公司的核心技术的开发者，他们的流失会影响企业的生存和发展。

专业技术人才频繁流失会造成企业的巨大经济和技术损失，通过本文的研究希望达到提高专业技术员工的工作满意度，降低公司专业技术人才流失率，降低企业损失的成本，增加公司的核心市场竞争力。

关键词：专业技术人员；人才流失；人才流失原因I/ 28专业技术人才流失原因分析及对策研究Reason for the Loss of Professional and Technical Personnel Analysis and Countermeasu-the a Company as an ExampleAbstractWith the establishment of the socialist market economy and the reform and opening up, the private enterprises in China's social and economic life has played an important role, contribution to the national economy continued to grow. Introduction and retain qualified personnel, with good talent is an important guarantee for the healthy development of private enterprises. Survival and development of human resources is the most important, but frequent the current mobility problems are hampering the development of enterprises. Private enterprise brain drain, particularly in the manufacturing sector as a private enterprise specialized technical staff turnover is very serious.For example to the company of HONKON.., analyze brain drain, professional and technical personnel abroad for the study. On a combination of domestic and international factors were analyzed brain drain caused by the payment of the survey questionnaire, and combined with the actual situation of professional and technical personnel to analyze the reasons for the loss, summed up the factors of the following aspects: economic factors, job satisfaction, promotion social factors and other factors and personal development. And for these factors put forward corresponding countermeasures and suggestions as to minimize wastage, increase employee satisfaction purposes.This paper studies the improvement of professional and technical personnel turnover rate is significant. Professional and technical personnel of the company's core technology developers, and their loss will affect the survival and development of enterprises. Professional and technical personnel frequently lost cause huge economic loss of business and technology, through this study hopes to improve professional and technical staff job satisfaction, professional and technical personnel to reduce churnII/ 28专业技术人才流失原因分析及对策研究rate, reduce loss costs, increased competition in the company's core markets force. Key Words: Professional and technical personnel; Brain drain; Cause of brain drainIII/ 28专业技术人才流失原因分析及对策研究目录1 绪论 (1)1.1研究背景 (1)1.2研究的目的和意义 (2)1.3研究方法 (2)1.4研究内容及思路 (2)1.4.1研究内容 (2)2文献综述 (4)2.1相关定义 (4)2.1.1专业技术人员 (4)2.1.2人才流失 (4)2.2国外理论综述 (5)2.3 国内理论综述 (6)3专业技术人才流失原因分析 (8)3.1公司介绍 (8)3.3问卷质量 (10)3.3.1信度分析 (10)3.3.2 效度分析 (11)3.4专业技术人才流失原因分析 (12)3.4.1薪酬福利缺乏外部竞争力 (12)3.4.2 晋升空间不大，内部竞争机制不透明 (12)3.4.3工作时间和工作量超负荷，工作压力大 (13)3.4.4员工的付出和回报不成正比 (14)3.4.5公司没有核心的创新技术 (14)3.4.6青年技术人员对所从事的职业缺乏清晰的认识 (15)4对策建议 (16)4.1建立科学的考核体系和薪酬管理体系 (16)4.2为员工提供成长及晋升的空间 (16)4.3合理安排工作时间和工作任务，提高工作效率 (16)4.4改进管理者的领导方式，增加员工的归属感 (17)4.5充分发挥激励的作用 (17)结束语 (18)致谢 (19)参考文献 (20)附录 (22)IV/ 28专业技术人才流失原因分析及对策研究离职原因分析调查问卷 (22)V/ 28专业技术人才流失原因分析及对策研究1 绪论1.1研究背景近几年来我国民营企业迅速发展，对我国经济、社会稳定和科技创新等有重大意义。