Question

谁能帮我翻译一下这两段话，谢谢了

the nature of jobs: more employees are on part-time and temporary contracts, more jobs are being outsourced, tight job definitions are out, functional flexibility is in

In order to display commitment, employees have to feel they are being treated with fairness and respect. Many organizations have concluded they need to create a corporate personality, or identity, that employees as well as customers will recognize and relate to. This leads them to identify a set of corporate values or set down the organization’s mission. The purpose of creating an 'employer brand' (sometimes referred to as the employment proposition) is to outline the positive benefits for employees of buying into the relationship with that employer. In practice the employer brand can be seen as an attempt by the employer to define the psychological contract with employees so as to help in recruiting and retaining talent.
不要翻译工具来的结果啊，自己用过，很多话不通的。

Answer 1

工作现象：越来越多员工签的都是兼职和临时合同，更多工作都被外包，不存在固定的工作定义了，转而变为智能上的机动性。 为了展现自己的责任，员工只能这样认为：他们得到了公平和尊敬。很多组织断定他们需要创造一个团结的品格，或者使得员工包括客户认可且适应的同一性.这将导致他们划分出一系列企业观，甚至搁置了很多企业的任务。创造一个“雇主品牌”（有时作为雇佣提议）的目的是给员工勾勒出积极的和雇主打好关系的好处。实际上雇主品牌可视为雇主界定和员工心理上的合同的一种尝试，从而帮助招聘和留住人才。
<br>有同感,楼主自己写的吗？谢谢。

Answer 2

工作性质:更多员工都是兼职和临时合同,更多的工作正在外包, 紧张的工作定义,功能的灵活性是为了展示决心, 员工也感到他们受到公正的对待和尊重. 许多组织已经结束了,他们需要创造一个法人,或身份证, 雇员以及顾客将承认和关系. 这导致他们找出一套企业价值观,或订定该组织的使命. 为了创造一个'雇主品牌'(有时简称为雇佣命题)是提纲挈正面效益 职工参股的关系,与雇主. 在实践中,雇主品牌可以被视为企图由雇主界定的心理合同 雇员,以帮助我们在招聘和留住人才