スタッフの離職の理由としての主な要因の1つは人間関係で、退職者管理戦略は採用時からスタートしています。採用時の指標の「おもてなし」関連の数値の高さは、そのエージェントがチームメンバーや管理者と励まし合いながら困難を乗り越えたり、悩みを共有、解消し合い、勤続期間の長さに有意に影響していることがわかっています。「おもてなし」を会社の軸に置くことが、業界平均よりも低い離職率を実現しています。
評価
50
翻訳 / 英語
- 2018/10/04 15:10:12に投稿されました
One major factor of staffs' turnover is their relationship with others, so the retiree management strategy starts from the moment of recruiting. The high quantity related to "hospitality" as an index at the time recruiting is known to significantly affect the agent overcoming difficulties while cheering up with each other with his/her team members and managers, sharing and resolving issues, and his/her length of tenure. Situating "hospitality" as the company's core realizes a lower turnover rate than the industrial average.
katatani_cebu7222さんはこの翻訳を気に入りました
評価
50
翻訳 / 英語
- 2018/10/04 15:12:28に投稿されました
The main reasons a staff quits is human relationship. A strategy of controlling those who quit started when he (she) is employed. We understand that high value of index "Omotenashi (hospitality)" when a person is employed significantly influences that the agent overcomes a difficulty by encouraging with team member and a person who controls it each other, sharing and solving their problem and length of working hour. The fact that "omotenashi" is set in the core of the company realizes lower rate of quitting than average of the industry.
