职场双语：当HR遭遇"90后"变恐慌

　　Human resources managers across the country are bracing themselves for a new kind of crisis this summer.
　　今夏，中国的HR经理们不得不去迎战一场新的危机。
　　As many industries complain they are suffering from a lack of talent, or simply lack of manpower, many in the HR community said they have a greater fear.
　　各行各业纷纷抱怨遭遇“人才荒”，或单单只是“用工荒”，而人力资源业界则表示他们遭遇到了更大的恐慌。
　　Over the next couple of months, they are going to have to deal with a new breed of graduates, one which is just as talented, just as ambitious, and just as qualified as those who came before.
　　在接下来的几个月时间里，他们要去应对一批新生代毕业生；和他们的前辈们一样，他们才华横溢，胸怀大志且能胜任工作。
　　It"s one that knows a lot about the Internet, is internationally aware, embraces modern socialmedia and all the benefits that brings and thinks more innovatively.
　　他们对互联网知之甚多，拥有国际视野，乐于接受现代社交媒体及其带来的好处，并且更具创新性思维。
　　But the people from the post-1990 generation who are sending in the resumes that are now arriving on HR managers' desks across the land are different in their attitudes, their confidence and their expectations.
　　当这些正在广投简历的90后站在人事经理们的办公桌前时，他们的观念，信心与期望却是完全不同。
　　And it's a difference many professions don't like the look of.
　　许多行业并不喜欢这些差异之处。
　　According to the Ministry of Human Resource and Social Security, 6.8 million college graduates, mostly born between September 1989 and August 1990, will flood the job market this year.
　　据人力资源和社会保障部表示，今年将有680万名于1989年九月至1990年八月出生的大学毕业生涌入就业市场。
　　Most are the single child of their families and have been raised at a time of a tremendous rise in economic wealth.
　　他们大都是独生子女，成长于一个经济腾飞的时代。That sounds OK so far.到目前为止，一切听上去都还好。
　　But many HR professionals are questioning what kind of workers these young people will make?
　　但现在，很多HR专业人士质疑这些年轻人将会成为怎样的员工。
　　From direct contacts to second-hand reports, the speculation is that managers will have to work that little bit harder to deal with this new wave of talent.
　　从直接接触同间接报告看来，结论是管理者们为应对这新一波的人才，不能不吃点苦头。
　　Zhang Can, a manager with a consulting firm headquartered in the United States, recalled recently, after giving an assignment to a post-1990 intern, that the young man simply replied: "Yes, I heard what you told me to do, but if I have to do it, I'll just leave."
　　前不久，在一家总部设在美国的咨询公司担任经理一职经理张灿（音译）回忆道，当向一位90后实习生指派了一份工作任务后，这位年轻人只是简单地回应道：“是的，尽管我听清楚了你让我做的事情，但如果我必须做的话，我只好离开。”
　　Zhang was shocked by the lack of respect, the manner, the tone from someone just five years younger than he is.
　　这位只比张灿小5岁的年轻人缺少对他人的尊重，他的态度和语气令张灿感到十分吃惊。
　　He said it was like dealing with "a complete stranger".
　　他表示，这就像在和一位“完全不认识的陌生人”做生意一样。
　　He added: "It took me a moment to realize I was talking to a person of roughly the same generation as I am.
　　他还表示：“片刻之后，我才意识到我在和一位同代人讲话。”
　　"I could never imagine myself doing that when I was an intern."
　　“当还是实习生时，我从未想到自己会这么做。”
　　Those born after 1990 appear to be bringing something new, for sure - and in many cases, it's not good.
　　90后们似乎带来了一些新生事物，但可以肯定地将，在很多情况中，这并非好事。
　　Xu Jiangling, who interned as an assistant to a bank-lobby manager, said it was hard to understand why the job requires him to always stand, even if nobody seemed to mind if he sat down.
　　徐江凌（音译）在实习期间，曾做过银行大堂经理助理，他说自己不明白为什么这份工作规定他要一直站着，即使没有人会介意他坐下来。
　　Huang Feiyi, one of Xu's classmates who worked in an international consultancy company, said he found the company's dress code old-fashioned and "boring".
　　黄飞翼是徐江凌的同班同学，曾任职于一家国际咨询公司，他认为那家公司的服装要求有些老掉牙且乏味无趣。
　　However, for all their reported downsides, some also pointed out that the arrival of the post-1990 generation brings skills and attributes that should be warmly welcomed into the 2012 workplace.
　　然而，对于这些针对90后的负面报道，一些人也指到他们的到来势必会为2012年的职场带来新的才能和特性，所以我们应该表示热烈欢迎。
　　One manager told people.com.cn: "Let's not forget, we're in an era of increasing market competition, and many are certainly competitive, and very creative too."
　　一位企业管理人员在接受人民网采访时表示:“我们不要忘记，我们身处一个市场竞争日益激烈的时代，而毫无疑问，许多人集竞争力和创造力于一身。”
　　The key to getting the best out of the new breed of graduates, stressed Tang Wen, a senior public relations manager at ChinaHR.com, is in finding ways to match their talent to the most suitable job.
　　中华英才网高级公关经理唐文强调道，发掘出毕业生新生代优点的关键在于，想方设法找出与其才能相匹配的工作。
　　"If they can be put in suitable positions, they can work very well and contribute a lot to their companies," he said.
　　他说：“如果身在适合的职位，他们能够很好地工作并且会为公司带来许多贡献。”
　　Today's new graduates tend to have wider, more diverse knowledge because they grew up in the Internet age, added Tang - a "precious resource for innovation" and a blessing for the creative or marketing sector.
　　唐文补充说，由于成长在网络时代，如今的毕业生新生代往往具备更广泛，更多样的知识，他们是“创新的珍贵资源”，同时也是赐予创意、营销部门的一份恩赐。
　　The English proficiency of post-1990 graduates is also higher than any previous generation of university graduates in China, making them more suitable for jobs in international companies.
　　90后毕业生要比他们的前辈们更加精通英文，从而使他们本身更能胜任外企工作。
　　Having been equipped with social media skills, too, the post-1990 generation and their supporters have also been quick to defend themselves and their reputations on the Internet.
　　同时由于具备媒体社交技巧，90后和他们的后援团同样能够在网络上迅速做出反击，保护自己，为名誉而战。
　　Following an analysis of this new generation on xinhuanet.com, the website of the Xinhua News Agency, one young commentator, signed as Qiu Shi, claimed there has always been discrimination or prejudice between job market generations, such as those of the post-1960 against the post-1970 and post-1980 generations.
　　此前新华网曾发布一篇关于90后的分析报告，一位登陆为“求是”的年轻网友评论道，在不同年代的职场人之间，一直存在着诸多的歧视和偏见，就像是60后就会对70后和80后颇有微词。
　　And according to Weday8745, who claimed to have guided many new recruits in the last couple of years, about half of the post-1990 generation in his team are performing well.
　　而一位叫做Weday8746的网友则表示，在过去几年中他已带过了许多职场新人，近一半的90后在团队中都有出色的表现。
　　"They are smart, willing to learn, work hard, and are modest," he said.
　　他说：“他们聪明，乐于学习，工作努力且十分谦虚。
　　Fen Yan Wu Ji, meanwhile, commented that every new generation faces criticism, but the secret is to rise to the challenge.
　　同时，网友“分言无忌”则评论说，每一代新人都会要面对批评，但是真正的秘诀就在于迎接挑战。
　　"People should not be too hard on the post-1990 generation," he added.“
　　人们不该对90后太过严厉,” 他补充道。
　　Human resource analysts also encourage companies to look at their positive characteristics, instead of refusing to hire them.
　　人力资源分析师们也鼓励用人单位要多多去关注他们的积极品质，而不是令他们饱尝闭门羹。
　　Or as some human resource experts said: "Companies have to deal with the issue sooner or later, as the post-1990 generation is going to become a key part of driving the economy.
　　或者正如一些人力资源专家说的那样：“90后一代将成为驱动经济发展的要素之一，所以用人单位迟早都要应对这个问题。“
　　"Let's just learn how to work with them from now on."
　　“从现在起，就让我们学习如何去同他们共事吧。”