Question

哪位英语高手能帮我翻译一下，急啊

个人接触“前辈”制度。丰田公司为了让新参加工作的职工熟悉新环境，曾提出了“热情欢迎新职工”的课题，在这方面，采取了“个人接触”的形工。这种形式的做法是，选出一位前辈，把他确定为新参加工作的职工的“专职前辈”。这位前辈担负着对所有事情的指导工作，这种做法产生了很好的效果，专职前辈的任职期间一般为6个月。在工作上、生活上、车间里，专职前辈都给以指导和照顾，对人际关系、生活上、车间里，专职前辈都给以指导和照顾，对人际关系，上下级关系给以协调。公司方面把这个“前辈”的做法加以制度化，此外，还有“领导个人接触”的制度。这是对工长、组长、班长施行“协助者”的教育，是一种进行“商谈”的训练。一丰田的管理阶层和骨干很能干，也是因为他们经过这样多方面锻炼的缘故。他们掌握了系统的技术知识，又在车间有了人事管理的经验。
另外，还采用“故乡通信”的做法。班组长每月轮流给新职工的家寄信。进公司的第一个月，由组织写信和寄小组照片，寄丰田画报和丰田报。如何使这股团队亲情不断、不倦地持续下去？这是丰田领导者一直在思考的问题。这个问题不是单纯的福利保健活动，而且要作为企业长远的精神建设方面的问题对待，他们正为开展更加多种多样的活动而苦思冥想。1970年以后，20岁以下的职工占到50%。他们的思想意识、价值观念和欲望的变化层出不穷。为这些人创造出一个使他们满足而“有吸引力的工作环境”，是很不容易的事情。然而，公司不断地进行积极的努力，继续创造能培养“生存的意义和干劲”的土壤。
从表面上看，丰田的生产体系、企业管理和企业文化很简单。它可以用公司印在3X5英寸见方的卡片上的那种口号式的语句来解释，最大限度地流动、消灭浪费、尊重人才。从概念上讲，丰田的企业管理和企业文化并不复杂，但是执行和协调会使人流血、流汗、流泪。
“丰田的真正力量在于它的学习能力。它的雇员注意思考问题，为用户着想，这正是丰田生机勃勃的企业文化的源泉。” 丰田公司的企业文化与人力资源管理的结合，创造了丰田文化，也同时创造了丰田公司的工业奇迹。企业文化与人力资源管理的结合从丰田公司的作法中，中国企业有许多可以借鉴之处。在人力资源管理中，不能仅仅把员工招聘吸引优势人才就看作成功的人力资源管理。要做到“招得来，留得住，用得好”，除了人力资源的常用技术手段外，还要把人力资源管理活动与企业文化相结合，把企业文化的核心内容贯输到员工的思想之中，表现在其行为上，这是企业文化形成的关键。具体的人力资源管理与企业文化结合的做法可以从以下几方面出发：
首先，将企业的价值观念与用人标准结合起来。这要求企业在招聘过程中对招聘者进行严格的培训，而在制定招聘要求时要有专家的参与，在招聘尚开始前就已描绘好所要招聘的人员的整体形象，即事前的招聘。在招聘面试过程中，根据分析人的性格特点及价值观念，与面试要求与标准的对照，将不合格的人卡在企业的大门之外，而选择对本企业文化认同较高的人员。在员工招聘过程中，通过事前的招聘，保证了企业招收适合本企业文化的人。

Answer 1

Personal contacts, "the older generation" system. Toyota's participation in the work order for the new employees become familiar with the new environment, I have put forward "a warm welcome to new employees," the subject, in this regard, to take a "personal contact" type work. This form of practice is to select a senior, he was identified as the work of new employees to participate in the "full-time predecessors." The older generation bears a guide to all things work, which produced good results, the senior full-time during his tenure is generally for 6 months. At work, social, workshop, the senior full-time to guide and care given to interpersonal relationships, daily life, workshops, the senior full-time to guide and care given to interpersonal relations, given the coordination of a superior-subordinate relationship. Company to the "older generation" has to be institutionalized, in addition to "personal contacts led" system. This is a foreman, team leader, squad leader of "facilitator" of education, is a kind of a "discussion" of the training. The management of a Toyota and the backbone of a very competent, but also because they go through this exercise because of various aspects. They have the technical knowledge of the system, but also in the workshop with the experience of personnel management.
In addition, the "home communications" approach. Class and group leaders take turns each month to new employees sent home. Into the company's first month by the organization to send a letter and group pictures, send and Toyota Toyota Illustrated reported. How to make the team this family continued tirelessly continue? This is Toyota has been a leader in thought. This question is not purely a welfare and health care activities, but also to the spirit as the construction of their long-term aspects of treatment, they are to carry out more苦思冥想a wide range of activities. 1970 after 20 years of age accounted for 50% of the workers. Their ideologies, values and desire to change one after another. For these people so that they create a meet and "an attractive work environment" is never easy. However, the company continued to carry out positive efforts to continue to foster the creation of "the meaning of life and energy" of the soil.
On the surface, Toyota's production system, corporate governance and corporate culture is very simple. It can be printed with the company in the 3X5-inch square of card-style slogan that statement to explain the maximum flow, eliminating waste, respect for talent. Conceptually, Toyota's corporate governance and corporate culture is not complicated, but the implementation and coordination lead to bloodshed, sweat, tears.
"Toyota's real strength lies in its ability to learn. The attention of its employees to consider, for the sake of users, this is the Toyota vibrant source of corporate culture." Toyota's corporate culture and human resources management with the creation of a Toyota culture, has also created the Toyota industrial miracle. Corporate Culture and the combination of human resource management practices from the Toyota, Chinese enterprises can draw on many of the. In human resources management, not only the advantage to attract talented staff recruitment as the success of the human resources management. To be "a trick to keep using good", in addition to human resources, technical means used, but also the human resource management activities with a combination of corporate culture to the core content of corporate culture to employees through transfusion thinking, and reflected in their behavior, this is the key to the formation of corporate culture. Specific human resource management and corporate culture can be combined with the practice of starting from the following aspects:
First of all, the values of enterprise and employment standards combine. This requires the recruitment process in the recruitment of persons to rigorous training, and recruitment in the formulation of a request to have the participation of experts in recruiting yet been described well before the start of the recruitment of staff to the overall image, that is, pre-recruitment. Interviews in the recruitment process, based on an analysis of personality characteristics and values, and the interviews with standard control, will fail the people stuck in the door to outside companies, and the choice of the cultural identity of the higher corporate officers. In the process of staff recruitment, through pre-recruitment to ensure that the enterprises of the corporate culture to recruit suitable people.

Answer 2

Personal contacts, "the older generation" system. Toyota's participation in the work order for the new employees become familiar with the new environment, I have put forward "a warm welcome to new employees," the subject, in this regard, to take a "personal contact" type work. This form of practice is to select a senior, he was identified as the work of new employees to participate in the "full-time predecessors." The older generation bears a guide to all things work, which produced good results, the senior full-time during his tenure is generally for 6 months. At work, social, workshop, the senior full-time to guide and care given to interpersonal relationships, daily life, workshops, the senior full-time to guide and care given to interpersonal relations, given the coordination of a superior-subordinate relationship. Company to the "older generation" has to be institutionalized, in addition to "personal contacts led" system. This is a foreman, team leader, squad leader of "facilitator" of education, is a kind of a "discussion" of the training. The management of a Toyota and the backbone of a very competent, but also because they go through this exercise because of various aspects. They have the technical knowledge of the system, but also in the workshop with the experience of personnel management.
In addition, the "home communications" approach. Class and group leaders take turns each month to new employees sent home. Into the company's first month by the organization to send a letter and group pictures, send and Toyota Toyota Illustrated reported. How to make the team this family continued tirelessly continue? This is Toyota has been a leader in thought. This question is not purely a welfare and health care activities, but also to the spirit as the construction of their long-term aspects of treatment, they are to carry out more thinking a wide range of activities. 1970 after 20 years of age accounted for 50% of the workers. Their ideologies, values and desire to change one after another. For these people so that they create a meet and "an attractive work environment" is never easy. However, the company continued to carry out positive efforts to continue to foster the creation of "the meaning of life and energy" of the soil.
On the surface, Toyota's production system, corporate governance and corporate culture is very simple. It can be printed with the company in the 3X5-inch square of card-style slogan that statement to explain the maximum flow, eliminating waste, respect for talent. Conceptually, Toyota's corporate governance and corporate culture is not complicated, but the implementation and coordination lead to bloodshed, sweat, tears.
"Toyota's real strength lies in its ability to learn. The attention of its employees to consider, for the sake of users, this is the Toyota vibrant source of corporate culture." Toyota's corporate culture and human resources management with the creation of a Toyota culture, has also created the Toyota industrial miracle. Corporate Culture and the combination of human resource management practices from the Toyota, Chinese enterprises can draw on many of the. In human resources management, not only the advantage to attract talented staff recruitment as the success of the human resources management. To be "a trick to keep using good", in addition to human resources, technical means used, but also the human resource management activities with a combination of corporate culture to the core content of corporate culture to employees through transfusion thinking, and reflected in their behavior, this is the key to the formation of corporate culture. Specific human resource management and corporate culture can be combined with the practice of starting from the following aspects:
First of all, the values of enterprise and employment standards combine. This requires the recruitment process in the recruitment of persons to rigorous training, and recruitment in the formulation of a request to have the participation of experts in recruiting yet been described well before the start of the recruitment of staff to the overall image, that is, pre-recruitment. Interviews in the recruitment process, based on an analysis of personality characteristics and values, and the interviews with standard control, will fail the people stuck in the door to outside companies, and the choice of the cultural identity of the higher corporate officers. In the process of staff recruitment, through pre-recruitment to ensure that the enterprises of the corporate culture to recruit suitable people.

Answer 3

The individual contacts "predecessor" system. The Toyota company knows the new environment very well for staff and worker who dodges to participate in a job newly, shape labor having "got in touch with having brought forward problem of new staff and worker of a warm welcome" , having adopted an "individual in this respect". This form method of work is to elect one predecessor ,with "the sole duty predecessor " that he ascertains for staff and worker who participates in a job newly. This predecessor has been bearing the direction job to all things , this method of work has been producing very good effect , sole duty has been 6 months in general during predecessor's holding of a post. The sole duty predecessor all give to guide and gives consideration to in daily life on the job,in the workshop,human relations, are face to face in daily life , the predecessor all gives sole duty in the workshop, guiding level relation and giving consideration to, to human relations , high and low giving coordination. Company aspect gives this "predecessor"'s method of work being institutionalized , still has the system "that the leader individual contacts " besides. This is to perform the education "assisting person on" the foreman , headman , team leader , is that a kind of carries out the training "discussing". One Toyota management echelon and backbone are very capable , are also a reason because of they take exercise in many ways process such. They have had systematic technology knowledge in hand, experience having had personal administration in the workshop. Adopt "communicative method of work of hometown" besides. The working group is often mailed a letter by family of new staff and worker by spells every month. Enter the first the moon of company , written a letter and mailed the group photograph by organization , mailed the Toyota pictorial and Toyota newspaper. How do make this close share team feeling continue for down ceaseless , indefatigable? This is the Toyota leader problem always in the thinking. This problem is not a simple welfare health care activity , the problem being going to build aspect as long-term spirit of enterprise treats and, they be deep in thought to carry out the especially varied activity. In 1970 hereafter, staff and worker under 20-year-old accounts for to 50%. Their thought mental consciousness , values and the desire change are continuing without end. "Work environment " having attraction for that these person creates out one makes them satisfied, is an extremely not easy thing. The company carries out positive effort but, unceasingly , continues creating the soil being able to train "significance and drive existing". Secondary superficial take a look on that, Toyota turn out system , business administration and corporate culture are very simple. It can make an explanation coming that dyadic slogan sentence using company to print on 3 X5 inch of square cards , the high limit field flows , die out being extravagant , respect trained personnel. Business administration and corporate culture from talk on the concept , abundant field are not complicated , carrying out and being in harmony may use person sweat and shed blood, bursts into tears but. Real "Toyota strength lies in its learning ability. Its employee pays attention to pondering a problem , takes the consumer into consideration, this exactly is corporate culture of Toyota full of vigour wellhead ". Corporate culture of Toyota company and the Human Resource Management union, have created Toyota culture, industry miracle having created the Toyota company also at the same time. In the corporate culture union practice with Human Resource Management from Toyota company, Chinese enterprise has a lot of place of being able to draw lessons. The talented person attracting advantage in being able to not an employee be recruited only in Human Resource Management, looks upon as successful Human Resource Management right away. Be going to achieve "being able to confess , to stay having to live , using well " , want to combine human resources management corporate culture each other too except human resources technology in common use means,wind behaviour in it's behavior , this is the key that corporate culture forms in the thought conveying the corporate culture core content birthplace to the employee. Concrete Human Resource Management and corporate culture union method of work can set off from several aspect of the following: First, with enterprise values and servant, the standard combines. This requires that enterprise carries out strict training on to recruiting person in recruiting process, but in working out the participation needing to have an expert when recruiting call for, before recruit the image still starting the entirety describing right away already the personnel easy to needed to recruit's in the front, namely in advance recruiting. In recruiting oral quiz process, according to the character characteristic and values analysing person, with oral quiz call for and standard collation, will not the qualified people gets stuck outside the enterprise entrance door , but the corporate culture choosing to accepts higher personnel. Pass in recruiting process in the employee, in advance recruiting, has ensured that enterprise recruits the people who is suitable to corporate culture.