Question

哪位高手能帮忙翻译下面一篇英文啊？跪谢了。

Human resource management is undergoing a massive transformation that will change career paths in as-yet uncertain ways. Employers are placing greater emphasis on business acumen and are automating and outsourcing many administrative functions, which will force many HR professionals to demonstrate new skills and compete for new, sometimes unfamiliar roles.
Job titles and functions will likely remain in flux for some time, say business leaders, academics, HR consultants and HR professionals. But they say that some of the standard niches—such as HR generalist and benefits specialist—will become less common and less important, giving way over time to new ones such as HR financial analyst.
Those who aspire to leadership roles within the profession will have to become more strategic, more proactive, more involved in the overall business of their employer, say the experts.
But there is an upside to this upheaval: HR people who develop business competencies and embrace the new roles—in the process redefining themselves and their profession—can aspire to greater and much more rewarding careers than were possible for HR people a generation ago.
“HR is dead. Long live HR,” says David Ulrich, a professor of business administration at the University of Michigan. That’s his way of saying that “the old HR”—that which emphasizes expertise in transactions and paperwork—“is dying in a sense.”
HR departments will be smaller, says Ulrich. “Some of HR will go away. Some of HR should go away.”
In its place will rise a leaner, refocused cadre of professionals who put the business first and foremost. The most successful HR people will be those who “think from the outside in,” according to Richard Beatty, an HR management professor at Rutgers University and the University of Michigan. “When we talk about being strategic, we mean thinking from the customer back to the organization.”
In this new HR, professionals are expected to know the business well enough to align human capital with business needs, either developing the needed talent or going outside the organization to get it. HR is proactive. HR goes looking for problems to solve. HR doesn’t just have a seat at the table; HR helps set the agenda.
What exactly will be the desirable HR jobs in the next decade and beyond? How does HR get there from here? And how can HR people obtain the education and training they need to secure and keep those jobs?

Answer 1

人力资源管理是接受将会以目前为止不确定的方式改变事业路径的巨大的变形。 雇主正在比较棒的强调商务锐敏而且正在自动化和支援外包的许多管理的功能, 将会强迫许多 HR 专业人士示范新的技术而且竞争新的,有时不熟悉的角色。
职称和功能将会或许留在流出一些时间, 企业领袖、学者说, HR 顾问和 HR 专业人士。 但是他们说一些标准迷你商店-像是 HR 通晓数门知识者而且对专家有益-将会变成比较不通常和比较不重要, 随着时间的过去对新的，像是 HR 财务的分析家屈服。
对职业里面的领导角色热望的人们将会必须变成更策略、更积极,更多在他们的雇主的全部生意方面牵涉, 专家说。
但是有对这一个举起的上侧: HR 发展商务能力，而且拥抱新的角色的人-在重新定义他们自己的程序和他们的职业-能比世代前对 HR 人是可能的对更棒而且更更加有益的事业热望。
"HR 死。 长的活 HR," 大卫 Ulrich 说, 在密西根大学的一位商业管理的教授。那是他叙述的方式哪一 " 旧的 HR"-那一哪一个在交易中强调专长和文书工作-"在某种意义上死亡。”
HR 部门将会比较小, Ulrich 说。 "一些 HR 将会走开。 一些 HR 应该走开。”
在它的地方中将会上升被再集中首先放生意的专业人士的干部的比较瘦。 人们将会是依照理查 Beatty 、 Rutgers 大学的一位 HR 管理教授和密西根大学 "想从那外面在 ," 的人的最成功的 HR。 "当我们谈论是策略的时候，我们意指从客户背面到组织的思考。”
在这新的 HR 中，专业人士被期望知道是够好的也用商务需要排列人类的首都发展需要的才能或者出去组织拿它的生意。 HR 是积极的。 HR 去找寻问题解决。 HR 在桌子并不只是坐; HR 帮助设定议程。
什么完全地决意在未来十年内是令人想要的 HR 工作和超过? HR 到那里起来如何从在这里? 而且如何能 HR 人们获得教育和训练他们需要保护而且保住那些工作?

Answer 2

是讲关于人力资源经理的，具体的我没时间细看，明天告诉你。

Answer 3

字太多