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Even as employers remain cautious next year aboutevery dollar spent on employees, they'll also wantworkers to show greater skills and results。
尽管企业明年仍将对花在员工身上的每个子儿斤斤计较，但他们同时也希望员工表现出更高超的技能和更好的业绩。
For employees who want to get ahead, basiccompetency won't be enough。
对于希望获得成功的员工而言，仅仅拥有基本的能力是不够的。
To win a promotion or land a job next year, expertssay there are four must-have job skills:
专家说，为了在明年获得晋升或找到工作，有四项工作技能是必备的：
1.Clear communications
1.清晰沟通
Whatever their level, communication is key for workers to advance。
不管在哪个层级的岗位上，沟通技能都是员工晋升的关键。
'This is really the ability to clearly articulate your point of view and the ability to create aconnection through communication,' says Holly Paul, U.S. recruiting leader atPricewaterhouseCoopers, the accounting and consulting firm based in New York。
总部位于纽约的会计咨询公司普华永道(PricewaterhouseCoopers)的美国招聘负责人霍利·保罗(Holly Paul)说：“这实际上就是清晰表达你的观点的能力和通过沟通建立关系的能力。”
For job seekers in particular, clear communication can provide a snapshot of their work styleto employers. 'I can walk away from a five-minute conversation and feel their enthusiasm andhave a good understanding of what's important to them,' Ms. Paul says。
尤其是对求职者而言，清晰沟通可以给雇主留下有关他们工作风格的初步印象。保罗说：“我凭五分钟的对话就能感受到他们的热情，并充分理解什么对他们来说是重要的。”
As office conversations increasingly move online, some workers are losing or never developingthe ability to give a presentation, for example. Others may be unable to write coherently forlonger than, say, 140 characters.
例如，随着职场沟通越来越多地转移到网上，有些员工丧失了或根本没有培养出做报告的能力。还有人不能写出超过──比如说，140字──的流畅文字。
'Technology in some ways has taken away our ability to write well. People are in such a hurrythat they are multitasking,' and they skip basics such as spelling and proofing, says PaulMcDonald, senior executive director of Robert Half International, RHI +1.61%a Menlo Park,Calif., staffing firm。
加利福尼亚门洛帕克(Menlo Park)的人力咨询公司Robert Half Internationa的高级执行总监保罗·麦克唐纳(Paul McDonald)说：“在某些方面，科技削弱了我们流畅写作的能力。有些人是如此匆忙，总是要同时执行多项任务”，而且他们跳过了拼写检查和校对等基本步骤。
2.Personal branding
2.建立个人品牌
Human-resources executives scour blogs, Twitter and professional networking sites such asLinkedIn when researching candidates, and it's important that they like what they find。
人力资源主管在调查求职者时会查看其博客、Twitter和LinkedIn等专业社交网站，他们对搜索结果是否满意是很重要的。
'That's your brand, that's how you represent yourself,' says Peter Handal, CEO of DaleCarnegie Training, a Hauppauge, N.Y., provider of workplace-training services. 'If you postsomething that comes back to haunt you, people will see that.'
纽约哈帕克(Hauppauge)的职场培训服务机构Dale Carnegie Training的首席执行长彼得·汉达尔(PeterHandal)说：“这是你的品牌，这是你展示自己的方式。如果你发布了一些会令你自己困窘的信息，别人会看得到的。”
Workers also should make sure their personal brand is attractive and reflects well onemployers. 'More and more employers are looking for employees to tweet on their behalf, toblog on their behalf, to build an audience and write compelling, snappy posts,' says MeredithHaberfeld, an executive and career coach in New York。
员工也应该确保他们的个人品牌有吸引力并且给雇主留下良好印象。纽约的高管兼职业生涯教练梅雷迪思·哈伯菲尔德(Meredith Haberfeld)说：“越来越多的企业开始寻找员工代表他们发推文、写博客，以建立读者群，撰写吸引眼球、时髦有趣的帖子。”
Ms. Haberfeld has a client whose employee recently posted on her personal Facebook FB-2.72%page about eating Chinese food and smoking 'reefer.'
哈伯菲尔德有一位客户的员工最近在她的个人Facebook主页上发了一个边吃中餐边抽“大麻烟”的帖子。
'I saw it on Facebook. Her supervisors saw it,' Ms. Haberfeld says。
哈伯菲尔德说：“我在Facebook上看到了这个帖子。她的主管也看到了。”
3.Flexibility
3.灵活性
The ability to quickly respond to an employer's changing needs will be important next year asorganizations try to respond nimbly to customers。
明年，在企业努力迅速响应客户需求的同时，对员工而言，快速应对雇主不断变化的需求的能力将变得很重要。
'A lot of companies want us to work with their employees about how to get out of theircomfort zone, how to adapt,' says Mr. Handal. 'Somebody's job today may not be the sameas next year.'
汉达尔说：“许多公司希望我们在如何走出个人的舒适区、如何适应变化方面为员工提供帮助。有些人明年的工作内容可能会跟现在有所不同。”
The ability to learn new skills is of top importance, says George Boue, human-resources vicepresident for Stiles, a real-estate services company in Fort Lauderdale, Fla. 'We want to knowthat if we roll out a new program or new tools that the folks we have on board are going to beopen to learning,' he says。
佛罗里达州劳德代尔堡(Fort Lauderdale)房地产服务公司Stiles的人力资源副总裁乔治·布韦(George Boue)说，掌握新技能的能力是最重要的。他说：“我们希望知道，如果我们推出一个新项目或一些新工具，现有的员工是否愿意学习它。”
4.Productivity improvement
4.提高工作效率
In 2013, workers should find new ways to increase productivity, experts say. Executives arelooking 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., businessresearch and advisory firm。
专家称，2013年，员工应找到新方法来提高工作效率。根据弗吉尼亚州阿灵顿(Arlington)职场研究与咨询公司Corporate Executive Board最近进行的一项调查，公司管理层希望明年的员工业绩比当前水平提高20%。
'When you are at your job, do you volunteer for projects? Are you looking for creative ways tohelp your organization,' Mr. McDonald says. 'The way to really differentiate yourself is to beproactive.'
麦克唐纳说：“你在工作中是否会自愿去承接一些项目?你是否在寻找创新方法来帮助你的企业?真正令你脱颍而出的方法是积极表现。”
Companies that are considering adding workers in coming years want current employees tooperate in growth mode now. 'My clients are looking for employees that have a great ability tounderstand what is wanted and needed, rather than needing to be told,' Ms. Haberfeld says。
正在考虑在未来几年增加员工的公司希望现有员工的工作方式能够顺应企业增长的需求。哈伯菲尔德说：“我的客户正在寻找能很好地理解需要与需求、而不是需要由别人告诉他这些的员工。”
Even hiring managers need to work on certain skills as organizations consider expanding nextyear. '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 thefat, and now they have to build the muscle.'
在考虑明年要扩张的企业中，招聘经理们自身也需要强化某些技能。纽约的组织心理学家本·达特纳(BenDattner)说：“在过去这几年中，识别人才、雇用人才的能力没有了用武之地。随着经济的好转，公司不得不努力保有有才华的员工。公司已经减掉了脂肪，现在它们必须锻炼肌肉了。”
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