Even as employers remain cautious next year about every dollar spent on employees, they'll also want workers to show greater skills and results。
盡管企業(yè)明年仍將對(duì)花在員工身上的每個(gè)子兒斤斤計(jì)較，但他們同時(shí)也希望員工表現(xiàn)出更高超的技能和更好的業(yè)績(jī)。
For employees who want to get ahead, basic competency won't be enough。
對(duì)于希望獲得成功的員工而言，僅僅擁有基本的能力是不夠的。
To win a promotion or land a job next year, experts say there are four must-have job skills:
專家說(shuō)，為了在明年獲得晉升或找到工作，有四項(xiàng)工作技能是必備的：
1. Clear communications 1. 清晰溝通
Whatever their level, communication is key for workers to advance。
不管在哪個(gè)層級(jí)的崗位上，溝通技能都是員工晉升的關(guān)鍵。
'This is really the ability to clearly articulate your point of view and the ability to create a connection through communication,' says Holly Paul, U.S. recruiting leader at PricewaterhouseCoopers, the accounting and consulting firm based in New York。
總部位于紐約的會(huì)計(jì)咨詢公司普華永道(PricewaterhouseCoopers)的美國(guó)招聘負(fù)責(zé)人霍利•保羅(Holly Paul)說(shuō)：“這實(shí)際上就是清晰表達(dá)你的觀點(diǎn)的能力和通過(guò)溝通建立關(guān)系的能力。”
For job seekers in particular, clear communication can provide a snapshot of their work style to employers. 'I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what's important to them,' Ms. Paul says。
尤其是對(duì)求職者而言，清晰溝通可以給雇主留下有關(guān)他們工作風(fēng)格的初步印象。保羅說(shuō)：“我憑五分鐘的對(duì)話就能感受到他們的熱情，并充分理解什么對(duì)他們來(lái)說(shuō)是重要的。”
As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters. 例如，隨著職場(chǎng)溝通越來(lái)越多地轉(zhuǎn)移到網(wǎng)上，有些員工喪失了或根本沒(méi)有培養(yǎng)出做報(bào)告的能力。還有人不能寫(xiě)出超過(guò)──比如說(shuō)，140字──的流暢文字。
'Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking,' and they skip basics such as spelling and proofing, says Paul McDonald, senior executive director of Robert Half International, RHI +1.61%a Menlo Park, Calif., staffing firm。
加利福尼亞門(mén)洛帕克(Menlo Park)的人力咨詢公司Robert Half Internationa的高級(jí)執(zhí)行總監(jiān)保羅•麥克唐納(Paul McDonald)說(shuō)：“在某些方面，科技削弱了我們流暢寫(xiě)作的能力。有些人是如此匆忙，總是要同時(shí)執(zhí)行多項(xiàng)任務(wù)”，而且他們跳過(guò)了拼寫(xiě)檢查和校對(duì)等基本步驟。
2. Personal branding 2. 建立個(gè)人品牌
Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it's important that they like what they find。
人力資源主管在調(diào)查求職者時(shí)會(huì)查看其博客、Twitter和LinkedIn等專業(yè)社交網(wǎng)站，他們對(duì)搜索結(jié)果是否滿意是很重要的。
'That's your brand, that's how you represent yourself,' says Peter Handal, CEO of Dale Carnegie Training, a Hauppauge, N.Y., provider of workplace-training services. 'If you post something that comes back to haunt you, people will see that.'
紐約哈帕克(Hauppauge)的職場(chǎng)培訓(xùn)服務(wù)機(jī)構(gòu)Dale Carnegie Training的首席執(zhí)行長(zhǎng)彼得•漢達(dá)爾(Peter Handal)說(shuō)：“這是你的品牌，這是你展示自己的方式。如果你發(fā)布了一些會(huì)令你自己困窘的信息，別人會(huì)看得到的。”
Workers also should make sure their personal brand is attractive and reflects well on employers. 'More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts,' says Meredith Haberfeld, an executive and career coach in New York。
員工也應(yīng)該確保他們的個(gè)人品牌有吸引力并且給雇主留下良好印象。紐約的高管兼職業(yè)生涯教練梅雷迪思•哈伯菲爾德(Meredith Haberfeld)說(shuō)：“越來(lái)越多的企業(yè)開(kāi)始尋找員工代表他們發(fā)推文、寫(xiě)博客，以建立讀者群，撰寫(xiě)吸引眼球、時(shí)髦有趣的帖子。”
Ms. Haberfeld has a client whose employee recently posted on her personal Facebook FB -2.72%page about eating Chinese food and smoking 'reefer.'
哈伯菲爾德有一位客戶的員工最近在她的個(gè)人Facebook主頁(yè)上發(fā)了一個(gè)邊吃中餐邊抽“大麻煙”的帖子。
'I saw it on Facebook. Her supervisors saw it,' Ms. Haberfeld says。
哈伯菲爾德說(shuō)：“我在Facebook上看到了這個(gè)帖子。她的主管也看到了。”
3. Flexibility 3. 靈活性
The ability to quickly respond to an employer's changing needs will be important next year as organizations try to respond nimbly to customers。
明年，在企業(yè)努力迅速響應(yīng)客戶需求的同時(shí)，對(duì)員工而言，快速應(yīng)對(duì)雇主不斷變化的需求的能力將變得很重要。
'A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt,' says Mr. Handal. 'Somebody's job today may not be the same as next year.'
漢達(dá)爾說(shuō)：“許多公司希望我們?cè)谌绾巫叱鰝�(gè)人的舒適區(qū)、如何適應(yīng)變化方面為員工提供幫助。有些人明年的工作內(nèi)容可能會(huì)跟現(xiàn)在有所不同。”
The ability to learn new skills is of top importance, says George Boue, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. 'We want to know that if we roll out a new program or new tools that the folks we have on board are going to be open to learning,' he says。
佛羅里達(dá)州勞德代爾堡(Fort Lauderdale)房地產(chǎn)服務(wù)公司Stiles的人力資源副總裁喬治•布韋(George Boue)說(shuō)，掌握新技能的能力是最重要的。他說(shuō)：“我們希望知道，如果我們推出一個(gè)新項(xiàng)目或一些新工具，現(xiàn)有的員工是否愿意學(xué)習(xí)它。”
4. Productivity improvement 4. 提高工作效率
In 2013, workers should find new ways to increase productivity, experts say. Executives are looking for a 20% improvement in employee performance next year from current levels, according to a recent survey by the Corporate Executive Board, an Arlington, Va., business research and advisory firm。
專家稱，2013年，員工應(yīng)找到新方法來(lái)提高工作效率。根據(jù)弗吉尼亞州阿靈頓(Arlington)職場(chǎng)研究與咨詢公司Corporate Executive Board最近進(jìn)行的一項(xiàng)調(diào)查，公司管理層希望明年的員工業(yè)績(jī)比當(dāng)前水平提高20%。
'When you are at your job, do you volunteer for projects? Are you looking for creative ways to help your organization,' Mr. McDonald says. 'The way to really differentiate yourself is to be proactive.'
麥克唐納說(shuō)：“你在工作中是否會(huì)自愿去承接一些項(xiàng)目?你是否在尋找創(chuàng)新方法來(lái)幫助你的企業(yè)?真正令你脫潁而出的方法是積極表現(xiàn)。”
Companies that are considering adding workers in coming years want current employees to operate in growth mode now. 'My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told,' Ms. Haberfeld says。
正在考慮在未來(lái)幾年增加員工的公司希望現(xiàn)有員工的工作方式能夠順應(yīng)企業(yè)增長(zhǎng)的需求。哈伯菲爾德說(shuō)：“我的客戶正在尋找能很好地理解需要與需求、而不是需要由別人告訴他這些的員工。”
Even hiring managers need to work on certain skills as organizations consider expanding next year. 'The ability to spot talent and hire people has fallen out of use over the last several years,' says Ben Dattner, an organizational psychologist in New York. 'As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle.'
在考慮明年要擴(kuò)張的企業(yè)中，招聘經(jīng)理們自身也需要強(qiáng)化某些技能。紐約的組織心理學(xué)家本•達(dá)特納(Ben Dattner)說(shuō)：“在過(guò)去這幾年中，識(shí)別人才、雇用人才的能力沒(méi)有了用武之地。隨著經(jīng)濟(jì)的好轉(zhuǎn)，公司不得不努力保有有才華的員工。公司已經(jīng)減掉了脂肪，現(xiàn)在它們必須鍛煉肌肉了。”
