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本文翻译自《企业家》杂志，原文链接https://www.entrepreneur.com/article/314468
Young Workers No Longer Get the On-the-Job Training They Need -- So They're Finding It Elsewhere —— With companies training people less, the most valuable path to success may be pioneering your own career.
职场新人越来越少地获得他们需要的在职培训，所以他们需要另辟蹊径谋求发展——随着企业越来越少地培训新人，开拓自己的职业事业很可能是你走向成功的最有价值的发展路径。
Upwork是全球最大的最规范的综合类外包平台,前身是 Elance 和 Odesk, 合并于2015年6月, 目前拥有注册自由职业者1200万和500万企业客户,是全球最严谨规范自由职业市场。
作为最大的自由职业网站Upwork的首席执行官，Kasriel是一位研究工作的专家，他认为人们应该拥有位置独立性。Kasriel在成为CEO之前，作为Upwork的高级工程师，他建立并领导了一个分布在世界各地的300多名工程师的团队。他的书《Hire Fast & Build Things》详细介绍了如何利用自由职业者为企业提供动力。Kasriel拥有欧洲工商管理学院(INSEAD)的MBA学位、斯坦福大学(Stanford)的计算机科学硕士学位和法国巴黎理工大学(Ecole Polytechnique)的学士学位。
There's an inside joke among execs that goes something like this:
A chief financial officer, looking to save costs on training employees, asks the chief executive officer, "What if we spend money on training and they leave?"
To which the CEO responds, "What if we don't and they stay?"
Unfortunately, over the last several years, it's the cost-cutting CFOs who have been winning out way too often.
在管理层有一个内部的玩笑，大概是说：
一个首席财务官CFO，希望缩减员工培训的经费，然后问CEO：“如果我们花钱培训新人，然后他们离职了怎么办？”
CEO反问道：“如果我们不培训新人，他们能留下来工作？”
很不幸，在过去的几十年间，常常是强调缩减成本的CFO在这场对弈中取得“优胜”。
According to Peter Capelli, director of The Wharton School's Center for Human Resources, companies want workers they don't have to educate, and his research has found that employers don't train young workers like they used to.
据美国华盛顿大学人力资源中心总监，Peter Capelli所说，企业希望雇佣那些他们不需要培训的雇员。Peter的研究报告中提出，雇主不再像过去那样培训年轻的新员工。
In 1979, per Capelli, the average young worker received 2.5 weeks of training per year. By 1995, training time fell to just 11 hours.
More recent comparable data has been hard to find, says Capelli, but the Wharton professor says that by 2011 "only a fifth of employees reported receiving on-the-job training from their employers over the past five years."
Capelli指出，在1979年，年轻的工人平均每年能获得2.5周的培训，然而在1995年，培训时间仅有11小时。而更多近期能用来做对比的数据非常难获取。
但是，沃顿商学院教授认为，在2011年，仅有1/5的员工提到在过去的5年间，他们从雇主那里获得过在职培训。
What's going on here is something that's often called the tragedy of the commons. Society as a whole is better off if workers are properly trained. Trained workers mean more productive ones, which mean more productive companies and greater overall economic output. However, individual companies are better off if they leave the cost of training to their competitors. More companies these days, it seems, want a free ride.
这个现象发生，就是我们通常说的“公地悲剧”。如果员工能获得充分合适的培训，会让社会变得更好。经过培训上岗的员工，意味着更高效的个体、公司运作和更大的经济性产出。但是个体雇主更希望竞争对手来承担员工的培训成本。现在，越来越多的公司想要“免费搭便车”招到受过培训的员工。
Of course, the consequences for young professionals are tragic and costly: Traditional jobs aren't providing them with new skills and therefore aren't setting them up for success in their careers.
当然， 这给年轻的专业人才造成了十分悲剧的后果和严重的代价。传统的工作岗位不再为他们提供新技能培训，他们也在职业成功道路上止步不前。
Unsurprisingly, young workers aren't happy with their employers, so they're leaving -- constantly. Disengaged from their jobs unlike any other generation and seeking new skills, they're job-hopping. In 2015, according to Gallup, millennials changed jobs three times more often than older generations. Gallup estimates that turnover costs the U.S. economy $30.5 billion per year.
毋庸置疑地，现代年轻人对他们的雇主并不满意，所以他们相继选择离开。不再像过去好几辈人，现代的年轻人不再从一而终从事自己的工作，而是寻找新技能，选择跳槽。在2015年，根据盖洛普报告，新千禧年一代的跳槽率是老一辈人的3倍。盖洛普预估，员工离职率引起美国每年的经济损失高达305亿美元。
More options available
年轻人有更多选择的机会
As depressing as those stats can sound, the truth is that recent grads and young workers have more options to learn skills and craft their careers on their own.
尽管这些数据听起来非常悲观，但事实上，近几年应届毕业生和年轻员工拥有更多的选择去学习技能，并自行规划自己的职业生涯。
Since 2011, when Massive Open Online Courses, or MOOCs, began to gain public attention, their popularity has grown exponentially. Last year, by one estimate, 23 million people signed up to take their first MOOC. All told, since 2011, more than 800 universities have offered over 9,000 courses to 81 million registered users, according to the same report. Sure, MOOC students want to enrich themselves for enrichment sake but learning work-relevant skills are a key motivation, according to multiple studies.
自2011年，大型网络公开课引起的大众的关注，公开课的用户数量呈几何指数增长。根据去年最后一次预测，2300万用户首次注册加入网络公开课。在报告中还提到，自2011年开始，超过800所大学向810万注册用户，开放了超过9000个课程。根据多项研究表明，网络公开课的学生的一个重要的学习动机是，希望通过学习和丰富自己，以实现发财致富，而不仅仅是学习工作相关的技能。
Going their own way
走自己独特的发展道路
For many recent graduates, expectations of entering the workforce haven't matched up with reality; Gallup found that millennials are less "engaged" with their full-time jobs than any generation before them.
近年的大学毕业生，对进入职场的期待和现实情况非常不符。盖洛普调研发现，对比过去的年轻求职者，新一代年轻人越来越不热衷于他们的全职工作。
But, there are a lot of reasons for hope. Enabled by new technologies, today's young professionals have more opportunities than ever before to train themselves and be their own bosses. And, it turns out, millennials have already gotten the message: According to Upwork's Freelancing in America 2017 report, young workers -- unhappy with full-time jobs and aware of the fact that employers won't train them -- are increasingly choosing to go their own ways, becoming their own bosses and training themselves.
但人们依然有很多理由去相信，通过新技术，现代的青年人才比过去拥有更多的机会去实现自我培训和发展个人的事业。事实证明，新一代年轻人也意识到这点。根据Upwork针对美国2017年自由职业者的报告显示，新员工对于他们的全职工作并不满意，并且意识到雇主并不会培训他们，所以他们越来越多的选择走自己的路，自己做自己的老板，自我培训。
The report also found that almost half of millennials (47 percent to be exact) have freelanced over the past 12 months -- a participation rate higher than any other generation. And 56 percent of those millennial freelancers have participated in skill-related education within the last six months (versus 35 percent of gen- Xers and 28 percent of baby boomers), according to the survey.
此报告还发现，接近半数（47%）的新一代年轻人在过去的一年中都选择作为自由职业者，这个比例是所有历史数据中最高的。根据调研报告，在过去的六个月里，56%的新青年自由职业者，参加了技能提升相关的培训。
And to be clear, the vast majority of millennial freelancers are doing so because they want to. Sixty-four percent of them say they started freelancing more by choice, not necessity.
显而易见，绝大多数新青年自由职业者这么做是因为他们想这么做。64%的新青年自由职业者表示，他们开始自由职业更多是出于自我选择，而非被迫无奈。
The takeaway for hiring managers
招聘经理的“外卖”理念
This trend means that reaching today's talented youth is transforming before our own eyes. Put simply, to leverage the skills of many of the most talented, self-driven young workers, businesses increasingly require different hiring strategies.
这一趋势意味着，我们可以看到：寻找当今的青年才俊的方式在变化。简而言之，为了吸纳那些最优秀、才华横溢、自我驱动的年轻员工，企业越来越需要使用不同的招聘策略。
Many HR departments have taken notice. Half of U.S. companies are using freelancers, according to Upwork's 2018 Future Workforce Report. That's up 16 percentage points from the same time last year.
很多公司的HR部门已经注意到这一点。根据Upwork 2018年关于未来劳务工报告，一半的美国公司正在使用自由职业的雇员，比去年同期增长率16%。
For those who haven't taken notice, as a new graduating class enters the workforce, now's the perfect time to rethink your hiring strategy -- because if you don't, you'll miss out on some of the best talent.
对于那些没有注意到这一点的公司，随着新一届的毕业生进入职场，现在是重新考虑你的招聘策略的最佳时机——因为如果你不这么做，你将错过那些最优秀的人才。
翻译 | Echo
排版 | Parsifal