哪位好心人帮我翻译一下这个啊，万分感谢！急啊

(A) the establishment of a clear career planning

In the era of knowledge economy, competition for talent will become more intense, human resource management is an important task is to attract and retain talent in order to retain talent, companies should be the perspective of the employees do a good job for staff career planning, from the staff's abilities, interests to judge, evaluate. Business-to-career employees an incentive system designed to closely link the development needs of corporate strategy and career management system design guiding ideology and guiding principles manner. Incentives for career management self-assessment from the employee started the enterprise to provide the necessary assessment tools. In order to help employees develop the best suited to their career development plan, in order to arrange the most suitable employees in the most suitable positions, the enterprises should also evaluate the staff, which includes inspection visits by practice staff work performance, employee values, vocational orientation, hobbies, abilities and potential areas of testing and evaluation. Then provided to the employee's career development resources and the environment, companies help employees to develop career planning. Career planning and implementation process should pay attention to ongoing communication and evaluation and feedback. Finally, the preparation of career management handbook, career management related to the theory, guiding ideology, system and career management resources. To staff to design a set of line with their nature, characteristics and needs of better career management system for their development provide a vast space and a wealth of resources and a fair competitive environment.

(B) to develop training incentives

Staff training and education is to enable employees and a growing source of power. In the era of knowledge economy, competition for talent will become more intense, training and education in attracting, retaining an important bargaining chip. However, before doing a large number of training inputs, the most important thing is to do a scientific analysis of training needs and develop training objectives. Project design and implementation phase is defined as pre-stage of the development of training needs analysis to develop content and design of training methods in order to effectively implement training. The assessment phase is based on standards set by companies to collect data on the main stage, and explain and analysis, the participants pre-tests, monitoring training, evaluation of training and reached important results. Assessment is ongoing throughout the training, each stage of development. Feedback and communication stage is the result of the evaluation feedback to the relevant personnel and departments, in particular human resource development sector, relevant personnel, and communicate with them in order to determine whether it should continue within the organization of the training. An urgent need for staff to improve the urgent need for training of the staff is great reward, of course, if an enterprise's human resources department strong in training, the training and personal career closely, thereby better encourage the performance of trainees in training in order to improve training effectiveness. This will be to maintain high-quality staff and strong competitiveness, one of the sources, so enterprises must attach great importance to training.

(A) the establishment of a clear career planning
In the era of knowledge economy, competition for talent will become more intense, human resource management is an important task is to attract and retain talent in order to retain talent, companies should be the perspective of the employees do a good job for staff career planning, from the staff's abilities, interests to judge, evaluate. Business-to-career employees an incentive system designed to closely link the development needs of corporate strategy and career management system design guiding ideology and guiding principles manner. Incentives for career management self-assessment from the employee started the enterprise to provide the necessary assessment tools. In order to help employees develop the best suited to their career development plan, in order to arrange the most suitable employees in the most suitable positions, the enterprises should also evaluate the staff, which includes inspection visits by practice staff work performance, employee values, vocational orientation, hobbies, abilities and potential areas of testing and evaluation. Then provided to the employee's career development resources and the environment, companies help employees to develop career planning. Career planning and implementation process should pay attention to ongoing communication and evaluation and feedback. Finally, the preparation of career management handbook, career management related to the theory, guiding ideology, system and career management resources. To staff to design a set of line with their nature, characteristics and needs of better career management system for their development provide a vast space and a wealth of resources and a fair competitive environment.
(B) to develop training incentives
Staff training and education is to enable employees and a growing source of power. In the era of knowledge economy, competition for talent will become more intense, training and education in attracting, retaining an important bargaining chip. However, before doing a large number of training inputs, the most important thing is to do a scientific analysis of training needs and develop training objectives. Project design and implementation phase is defined as pre-stage of the development of training needs analysis to develop content and design of training methods in order to effectively implement training. The assessment phase is based on standards set by companies to collect data on the main stage, and explain and analysis, the participants pre-tests, monitoring training, evaluation of training and reached important results. Assessment is ongoing throughout the training, each stage of development. Feedback and communication stage is the result of the evaluation feedback to the relevant personnel and departments, in particular human resource development sector, relevant personnel, and communicate with them in order to determine whether it should continue within the organization of the training. An urgent need for staff to improve the urgent need for training of the staff is great reward, of course, if an enterprise's human resources department strong in training, the training and personal career closely, thereby better encourage the performance of trainees in training in order to improve training effectiveness. This will be to maintain high-quality staff and strong competitiveness, one of the sources, so enterprises must attach great importance to training.