Question

大哥大姐帮我翻译一下！

1.Individual Development
The Harrison Assessments system reveals deeply rooted
insights that determine essential high performance traits
and those that will accelerate or hinder performance
related to specific positions. It reveals a person’s work
prefer ences and behavioural competencies that pinpoint
the developmental opportunities to achieve or increase
personal satisfaction and measurable job performance.
Predict how they will:
Communicate, influence and lead
Handle autonomy
Take personal initiative
Resist or facilitate change
Handle conflict
Seek to learn, grow, and excel
Plan and organise
…and much more

2.
Succession Planning
Managing the talent pipeline is more critical than ever.
The Harrison Assessments system provides the ability
to predict an individual’s likelihood of success at
multiple levels within an organisation and create a
developmental plan to accelerate their progress.
Talent Management:
Identify high potential candidates
Predict multi-level capabilities
Create accelerated development plans
Identify alternate career paths
Leverage the talent pool
Increase retention
3.
Team Development
In today’s specialized work environment, talent is
not enough. Talented people must effectively work
together in order for the organisation to succeed.
Harrison Assessments Paradox Theory reveals
team dynamics in a way that has never before
been possible, enabling individual team members
to easily identify how their own behaviours
contribute or obstruct the team objectives. It also
provides a step-by-step plan in which each team
member can make adjustments to facilitate
optimal team performance.
A team building tool to:

Create teams with effective interactions
Discover the strengths and challenges of a
team including team decision-making potential
Identify the best roles for each team member
Assess the potential for cooperation or conflict
Establish clear guidelines for effective
interactions。

Answer 1

1.Individual发展
哈里森评估系统显示根深蒂固
见解，确定必要的高性能特征
而那些将加速或阻碍性能
有关具体职位。它揭示了人的工作
喜欢ences和行为能力的精确
的发展机会，以实现或增加
个人满意度和可衡量的工作绩效。
预测它们将如何：
沟通，影响和带动
处理自治
采取个人主动
抗拒或促进改变
处理冲突
力求学习，成长，和Excel
计划和组织
...以及更多

2。
继任规划
管理人才培养的管道比以往更加重要。
哈里森评估系统提供的能力
来预测一个人的成功的可能性时
在一个组织内建立一个多层次，
发展计划，加快其发展。
人才管理：
高潜力的候选人确定
预测多级功能
创建加速发展计划
确定替代的职业道路
充分利用人才库
增加保留
3。
团队发展
在今天的专业工作环境，人才是
不够的。人才必须有效地工作
合作，以便该组织的成功。
哈里森评估理论揭示的悖论
的方式，从来就没有在团队动态
可能，使单个团队成员
很容易地确定他们自己的行为如何
促进或阻碍团队的目标。它还
提供了一步一步的计划，其中每队
会员可以进行调整，以方便
最佳团队表现。
团队建设的工具：

创建有效互动的团队
探索的优势和挑战
团队包括团队决策的潜力
确定每个团队成员最好的角色
评估潜在的合作或冲突
为有效建立明确的指导方针
相互作用。

Answer 2

哇塞，这么多英语单词，抱歉我翻译不出来了