【HR术语】什么是租赁员工？（What are leased employees?）
什么是租赁员工？
租赁员工是指从人事代理公司领取报酬，为接收公司工作的人员。接收公司一般会聘用租赁员工来完成临时职位或特定项目。
谁是租赁员工的雇主？
雇用租赁员工并为其提供工资和福利的通常是租赁代理公司，而不是接收公司。租赁机构通常会雇用技术人才为接收公司工作，这些行业包括：
医疗保健
金融业
咨询
房地产
法律
员工租赁与共同雇佣
在雇员租赁中，人事代理公司为您的企业提供人员并管理其人力资源行政工作。共同雇佣，也称为 PEO（专业雇佣组织），意味着合作雇佣。例如，PEO 可以处理人力资源行政工作，而贵公司则负责招聘和录用。
根据共同雇佣协议，公司可以以不同的方式分担责任。然而，更令人困惑的是，由于共同雇佣是从雇员租赁演变而来的，因此在美国的一些州，雇员租赁和共同雇佣这两个词被交替使用。
何时应使用雇员租赁？
无论大公司还是小公司，在需要季节性招聘、处理特定项目或缺乏适当的招聘和管理工作资源时，都可以依靠租赁员工。
人力资源领导为什么要关注租赁员工？
员工租赁使公司能够更快地招聘和雇佣员工，从而提高生产力和效率。人才中介公司可以接触到许多合格的人才，并拥有安置这些人才的专业知识，他们可以将有技能的个人与空缺职位相匹配，同时承担人力资源行政负担。
租赁员工的好处
使用优质租赁公司可以：
缩短填补空缺的时间
简化并改进招聘和录用工作
临时提供高绩效工作
人力资源领导者如何才能将租赁员工成功纳入团队？
为您和您的员工提供顺利的员工租赁体验：
评估公司需求。进行需求评估，确定您希望租赁员工履行的职责和职位，以及您需要中介机构承担的行政工作。
遵守法律。员工租赁法律非常复杂。聘请就业律师有助于确保遵守州和联邦法律。
做好调查。为确保您与一流的租赁公司合作，请确保该公司信誉良好并持有执照。
确保员工了解相关政策。除了实施有效的入职流程外，还应在租赁员工手册中加入一个章节，解释他们和你在福利、薪资、退休、公司文化和适当的工作场所行为等方面的义务。
一视同仁。为了让租赁员工感到自己受到重视并成为团队的一员，应通过与他们建立关系、满足他们的需求并为他们提供公平的工作条件，对他们一视同仁。
为什么租赁员工应成为现代人力资源战略的一部分？
将租赁员工纳入人力资源战略有助于提高灵活性--这是当今多变的工作世界所必须的。将租赁员工无缝纳入整个组织的团队中，即使在工作场所趋势和业务需求不断变化的情况下，人力资源部门和公司也能保持生产力。
以下为文章原文：
What are leased employees?
Leased employees are people who receive compensation from a staffing agency to perform work for a recipient company. Recipient companies generally bring in leased employees to fulfill a temporary position or complete a specific project.
Who is the employer of a leased employee?
Leasing agencies, not recipient companies, typically employ leased employees and provide them with salaries and benefits. Leasing agencies often hire skilled people to work for recipient companies in industries such as
Health care
Finance
Consultancy
Real Estate
Law
Employee leasing vs. co-employment
In employee leasing, a staffing agency provides your business with people and manages their HR admin work. Co-employment, also known as PEO (Professional Employment Organization), implies collaborative employment. For example, PEOs may handle HR admin while your company manages recruitment and hiring.
Depending on the co-employment agreement, companies can split the responsibilities differently. However, to make things more confusing, because co-employment has evolved from employee leasing, in some US states, the terms employee leasing and co-employment are used interchangeably.
When should employee leasing be used?
Large and small companies can rely on leased employees when they need to hire seasonally, handle specific projects, or lack the resources for proper recruitment and admin work.
Why should HR leaders care about leased employees?
Employee leasing enables companies to recruit and hire faster for increased productivity and efficiency. With access to many qualified people and expertise in placing them, staffing agencies can match skilled individuals with vacant positions while shouldering the HR admin burden.
Benefits of leased employees
Using a quality leasing company can:
Improve time to fill
Streamline and improve recruitment and hiring
Offer high-performance work for a temporary period
What can HR leaders do to incorporate leased employees into their teams successfully?
To facilitate a smooth employee leasing experience for you and your people:
Evaluate company needs. Conduct a needs assessment to determine the duties and positions you want the leased employees to fulfill and the admin work you need the agency to take care of.
Comply with the laws. Employee leasing laws are complex. Hiring an employment lawyer can help guarantee compliance with state and federal laws.
Do your research. To ensure you collaborate with a top-of-the-line leasing firm, make sure it’s reputable and licensed.
Ensure employees know the policies. In addition to running an effective onboarding process, include a section in the employee handbook for leased employees that explains their and your obligations regarding benefits, payroll, retirement, company culture, and proper workplace conduct.
Treat everyone equally. To help leased employees feel valued and part of the team, treat them the same as everyone else by building a relationship with them, addressing their needs, and providing them with fair work conditions.
Why should leased employees be part of the modern HR strategy?
Including leased employees in the HR strategy contributes to agility–a must in today’s dynamic world of work. The ability to seamlessly include leased employees in teams throughout the organization enables HR and the company to maintain productivity, even amidst fluctuating workplace trends and business needs.
提高生产力
2024年09月11日
提高生产力
【HR术语】什么是核心人力资源？（What is core HR?）
什么是核心人力资源？
核心人力资源是一个总括术语，用来指三个不同的方面：
人力资源部门的主要职能
员工的基本数据
用于实现上述两项功能的软件
核心人力资源有哪些优势？
核心人力资源软件可为企业带来许多好处，包括
作为存储和查看与人员、薪资、注册、合规性等相关的重要数据的集中位置
简化核心人力资源流程并使之自动化
通过数字化文书工作节省时间
改善内部沟通
通过员工自助服务提高生产力
保持重要文件和信息的组织性
提供隐私和安全
通过数据分析收集有价值的见解
核心人力资源包括哪些功能？
虽然每款核心人力资源软件都不尽相同，但软件通常包括以下一些功能：
存储人员数据
员工名录和组织结构图
员工自助服务，用于更新详细信息、申请休假、登记福利等
文件发送和签署
存储合同、手册和政策等人力资源文件
数据可视化仪表盘
核心人力资源通常包括哪些信息？
核心人力资源平台最关键的功能之一是存储重要信息，供人力资源专业人员用来完成各种任务，包括人才管理、劳动力规划、学习管理等。
核心人力资源软件通常存储的信息包括
员工个人信息，如职位名称、工作描述、出生日期、社会保险号等
预扣税款和工资等工资信息
福利注册数据
培训文件
病假和休假日
员工人口统计数据
合规信息
工时和缺勤
核心人力资源软件应包括哪些内容？
如果您想投资核心人力资源软件，我们建议您寻找以下要素：
易于使用、界面友好
实施支持
有用、可用的客户服务
高安全标准
随着公司发展而扩展的能力
可满足您最需要的所有核心人力资源功能，如员工信息、薪资数据、合规性和分析等功能
为什么要将核心人力资源纳入现代人力资源战略？
随着人力资源部门不断发展，并在现代企业中扮演着更具战略性的角色，简化更基本、重复性的人力资源任务和流程并使之自动化，从而释放人力资源专业人员的时间和带宽，变得越来越重要。核心人力资源软件对于尽可能高效、有效地完成薪资和合规性等核心人力资源任务至关重要。
以下为文章原文：
What is core HR?
Core HR is an umbrella term used to refer to three distinct things:
The primary functions of a human resources department
Basic data captured about employees
The software used to enable the above two
What are the advantages of core HR?
Core HR software offers organizations many benefits, including:
Serving as a centralized location for storing and viewing essential data related to people, payroll, enrollment, compliance, and more
Streamlining and automating core HR processes
Saving time by digitizing paperwork
Improving internal communication
Increasing productivity by enabling employee self-service
Maintaining the organization of important documents and information
Offering privacy and security
Gathering valuable insights through data analytics
What functions does core HR include?
Although every core HR software is different, some functions the software typically includes are:
Storage of people data
Employee directory and organization chart
Employee self-service for updating details, requesting time off, enrolling in benefits, etc.
Document sending and signing
Storage of HR documents such as contracts, handbooks, and policies
Dashboards for visualizing data
What information does core HR typically include?
One of the most critical functions of a core HR platform is to store important information HR professionals can use to complete various tasks, including talent management, workforce planning, learning management, and more.
Some of the information core HR software usually stores includes:
Individual employee information such as job title, job description, birth date, social security number, and more
Payroll information such as tax withholding and salary
Enrollment data for benefits
Documentation for training
Sick days and vacation days
Employee demographics
Compliance information
Work hours and absences
What should core HR software included?
If you’re looking to invest in core HR software, we recommend looking for the following elements:
Easy-to-use, user-friendly interface
Implementation support
Helpful, available customer service
High security standards
The ability to scale as your company grows
Features addressing all of the core HR functions you need most such as employee information, payroll data, compliance, and analytics
Why should core HR be incorporated into modern HR strategy?
As HR departments evolve and take on a more strategic role in the modern organization, it becomes increasingly important to streamline and automate the more basic, repetitive HR tasks and processes to free up HR professionals’ time and bandwidth. Core HR software is essential for keeping up with core HR tasks such as payroll and compliance as efficiently and effectively as possible.
【HR术语】什么是员工健康（What is employee wellbeing?）
什么是员工健康？
员工幸福感是指专业人员在心理、情感和身体健康方面的综合状态。根据盖洛普研究人员的研究，员工幸福感包括五个核心组成部分：
职业幸福感。人们对工作职责的满意度，以及他们每天在工作中花费时间的方式。
社会福祉。与朋友和家人建立健康、有意义的关系。
财务健康。能够成功管理个人财务。
身体健康。有健康的体魄和充沛的精力来维持基本功能和完成任务。
社区幸福。与他人建立联系，对所居住的地方有归属感。
人力资源领导为什么要关注员工福利？
作为公司最宝贵的资产--员工的监护人，人力资源部门应优先考虑员工的福祉。
幸福超越了健康。它表明员工在个人生活和工作中全面发展、发挥最佳功能并实现自身潜能。
员工健康和幸福有哪些优势？
身心健康可以增强心理耐力、情商和应变能力--这是提高生产力、创造力和效率所必需的三项软技能。
因此，员工身心健康是高绩效工作、蓬勃发展的员工队伍和成功企业的基石。
员工身心健康在很大程度上有助于：
实现目标
承担风险
为出现的挑战找到实用、明智的解决方案
减少缺勤
提高员工留任率和参与度
减少医疗开支
蓬勃发展的企业文化
人力资源领导者如何促进员工福利？
如果您想把员工的健康放在首位，就应将其作为公司文化的一部分。虽然每个人都必须关注自己的健康，但人力资源部门可以通过强调健康是一种工作价值来鼓励员工的健康。以下是将健康融入公司工作方式的三种方法：
平衡工作与娱乐。虽然保持工作流程是提高生产力的必要条件，但人不是机器人。要有精力工作，就必须有时间娱乐。组织员工徒步旅行或公园野餐等促进情绪、社区建设和社交聚会，让员工有机会充电和重新建立联系。
培养感恩之心。人力资源领导者可以通过表彰和感谢员工的辛勤工作和取得的成就来鼓励员工之间的友情和有意义的工作经历。表达谢意可为工作社区注入良好的氛围和意义。
鼓励正念。正念为明智的决策、高质量的工作、更好的沟通和发散思维奠定了基础。养成正念的习惯有助于人们调节情绪和思想。团队可以在开会前通过集体呼吸练习或冥想来练习正念。为了在个人层面上支持正念，公司可以指定一个房间或花园作为无技术区，让人们有安静、不受干扰的独处时间。
制定有效的员工福利计划和措施有哪些技巧？
虽然整合一个通用的健康计划可能很诱人，但还是要尽量考虑贵公司的具体需求。您可以通过以下方式做到这一点：
确定问题所在。这些问题可能包括职业倦怠、缺乏目标和动力以及工作与生活失衡。
评估影响福利的主要障碍。也许是管理不善、工作量过重，或者是工作场所的价值观不一致，阻碍了员工实现身心健康。
评估员工幸福感低的代价。缺乏幸福感会如何影响生产力和底线？
规划福利计划。贵公司目前正在采取哪些行动来促进员工身心健康，这些措施与内部和外部基准相比有何不同？
实施量身定制的健康计划。健康计划应为员工提供切实可行、量身定制的解决方案，应对他们面临的挑战和不同的人生阶段。例如，该计划可包括员工援助计划（EAP）、辅导和导师机会或个人财务咨询机会。
如何有效衡量员工福利？
幸福是综合的，因此您需要收集幸福拼图的所有部分，才能看到完整的画面。让我们来看看一些评估和衡量幸福感的方法：
通过脉搏调查收集反馈。通过提出正确的问题，人力资源部门可以了解团队成员的健康状况。与某一具体问题相关的问题，如果能让员工对自己的感受进行评分，就能提供有用的答案。开放式问题也能提供见解，但要确保有时间和资源来阅读和处理每个答案。调查可以包括涉及薪酬、参与度、归属感、工作量和职业目标等主题的问题。
跟踪员工数据。虽然数据不能反映一个人的内心挣扎，但它可以说明面临的挑战，如高缺勤率或低生产率--潜在潜在问题的迹象。
简短的检查。人力资源部门或经理可以定期与专业人士会面。无论是当面交谈还是通过视频聊天，都能提供调查和数据无法显示的反馈信息。
员工福利如何改善公司文化？
欣欣向荣的员工构成了欣欣向荣的企业文化。当整体的每个部分--每个人--都处于健康状态时，他们就能高效地工作，与团队成员有效合作，并为积极而充满活力的企业文化做出贡献。
以下为文章原文：
What is employee wellbeing?
Employee wellbeing refers to a professional’s holistic state of mental, emotional, and physical health. According to Gallup researchers, employee wellbeing includes five core components:
Career wellbeing. The satisfaction people feel with work responsibilities and how they spend their time at work every day.
Social wellbeing. Engaging in healthy, meaningful relationships with friends and family.
Financial wellbeing. Being able to manage personal finances successfully.
Physical wellbeing. Having health and energy for basic functioning and accomplishing tasks.
Community wellbeing. Having a connection with others and feeling a sense of belonging in the place you live.
Why should HR leaders care about employee wellbeing?
As guardians of a company’s most valuable asset—its people—employee wellbeing should be a priority for HR.
Wellbeing goes beyond health. It indicates that people are thriving holistically, functioning optimally, and actualizing their potential in their personal lives and at work.
What are the advantages of employee health and wellbeing?
Wellbeing can support mental stamina, emotional intelligence, and resilience—three soft skills necessary for productivity, creativity, and efficiency.
Thus, employee wellbeing is the bedrock of high-performance work, a thriving workforce, and a successful business.
Employee wellbeing largely contributes to:
Goal achievement
Risk taking
Finding practical, intelligent solutions to challenges that arise
Decreased absenteeism
Increased retention and engagement
Reduced healthcare expenses
A thriving company culture
What can HR leaders do to promote employee wellbeing?
If you want to make your people’s wellbeing a priority, make it part of your company culture. While everyone must take care of their health, HR can encourage wellbeing by emphasizing it as a work value. Here are three ways to infuse wellbeing into your company’s approach to work:
Balance work with play. While maintaining workflow is necessary for productivity, people aren’t robots. To have energy for work, there must be time for play. Organizing mood-boosting, community-building, and social gatherings, such as staff hikes or park picnics, gives people a chance to recharge and reconnect.
Cultivate gratitude. HR leaders can encourage camaraderie and meaningful work experiences by recognizing and thanking people for their hard work and accomplishments. Communicating appreciation infuses good vibes and meaning into the work community.
Encourage mindfulness. Mindfulness sets the foundation for smart decision-making, high-quality work, better communication, and thinking outside the box. Making mindfulness a habit helps people regulate their emotions and thoughts. Teams can practice mindfulness through group breathing exercises or meditations before conducting a meeting. To support mindfulness on an individual level, companies can designate a room or garden as a tech-free zone for people to have quiet, uninterrupted alone time.
What are some tips for building effective employee wellbeing programs and initiatives?
While it may be tempting to integrate a generic wellness program, try to consider your company’s specific needs. You can do so by:
Identifying the problem areas. These may include burnout, lack of purpose and drive, and work-life imbalance.
Evaluating the major barriers to wellbeing. Perhaps there is poor management, too heavy a workload, or a misalignment of workplace values preventing people from achieving a state of wellbeing.
Assessing the cost of low employee wellbeing. How does a lack of wellbeing affect productivity and the bottom line?
Planning a wellbeing program. What actions is your company currently taking to promote wellbeing, and how do these initiatives compare with internal and external benchmarks?
Implementing a customized wellness program. The wellness program should provide practical, tailored solutions for staff, addressing their challenges and different life stages. The program could include, for example, an Employee Assistance Program (EAP), coaching and mentorship opportunities, or personal financial advising opportunities.
How can you effectively measure employee wellbeing?
Wellbeing is integrative, so you’ll need to gather all pieces of the wellbeing puzzle to see the complete picture. Let’s look at some ways to assess and measure wellbeing:
Gather feedback through pulse surveys. By asking the right questions, HR can narrow in on team members’ state of wellbeing. Questions that relate to one specific issue and give people the option to rate how they’re feeling on a scale can provide helpful answers. Open-ended questions can also offer insightl, but make sure you have the time and resources to read and address each answer. Surveys can include questions that touch on topics such as compensation, engagement, belonging, workload, and career goals.
Keep track of workforce data. While data doesn’t reflect a person’s internal struggles, it can illustrate challenges such as a high rate of absenteeism or low productivity— signs of a potential underlying issue.
Brief check-ins. HR or managers can routinely meet with professionals. Getting together to talk, whether in person or through video chats, can provide feedback that may not have been apparent through surveys and data.
How can employee wellbeing improve company culture?
Thriving people make up a thriving company culture. When each part of the whole—each person—is in a state of wellbeing, they can work productively, collaborate effectively with team members, and contribute to a positive and vibrant culture.
提高生产力
2024年06月17日
提高生产力
【HR术语】什么是内部流动？（What is internal mobility?）
什么是内部流动？
内部流动是指员工在公司内部向新角色或职位的流动。这包括晋升（纵向流动）、调动和角色变化（横向流动）。
目前，许多企业都在使用内部流动战略来应对日益增长的人员流动率。良好的内部流动可以培养员工的技能，提高他们的工作满意度，甚至可以为企业节省时间和金钱。
为什么内部流动很重要？
在当前人员流动率居高不下的趋势下，内部流动可以成为提高员工留任率的有力工具。
通过为员工提供获得新经验的成长机会，可以提高整体工作满意度，从而降低员工离职另谋高就的可能性。
除了提高工作满意度，内部流动还能最大限度地发挥员工的才能。让员工体验不同的角色或部门，有助于他们发展新技能，使公司更加自给自足。
通过促进内部流动，你将拥有一支才华横溢、技能高超的团队，可以填补可能出现的大部分技能缺口--这样你就不必经常到公司外部寻找人才，从而节省了时间和金钱。
内部流动的例子
角色到角色的流动--员工在公司内部调动到相同资历的新角色。
调动--员工在不同地点继续担任组织内的相同职务。
晋升--团队成员晋升到公司更高级别的职位。
基于项目的流动--由具有不同专长的员工组成的团队为某一特定项目工作。
岗位轮换--员工在不同岗位或部门之间临时流动，以获得新的经验和学习新的技能。
发展计划--组织提供培训或发展计划，帮助员工掌握新技能，为在公司内担任不同角色做好准备。
内部流动的好处
降低成本--招聘新人的成本可能很高。企业可以通过聘用已经了解企业文化和流程的内部候选人来填补空缺职位，从而降低成本。
提高员工留任率--当员工感到自己有机会成长和晋升时，他们就更有可能长期留在公司。
提高参与度--有了在公司内学习、成长和接受新挑战的机会，员工会感到更有参与感和动力。
提高生产力--内部流动让员工接触到新的人员、流程和思维方式。这为团队成员提供了宝贵的知识，他们可以将这些知识运用到工作中。
如何促进内部流动？
您可以从建立内部流动计划开始。与每个部门的员工分享新的晋升或岗位轮换机会，明确表示欢迎每个人申请。
您还可以提供培训、在线课程和会议，帮助员工获得新技能和新知识。
通过招聘启事、内部通讯和定期的一对一交流，确保所有团队都了解这些机会，并激励员工去争取。给予他们追求发展目标所需的时间和支持。
另一种促进内部流动的方法是鼓励不同部门和团队之间的合作。这可以让员工接触到他们可能不熟悉的公司领域，并帮助他们与那些能为他们提供职业发展指导的人建立关系。
员工希望学习和成长。如果公司支持员工的发展和学习机会，那么最终也会帮助内部流动成为公司文化的一部分。
内部流动最佳实践
对于内部流动而言，重要的是为公司的每个职位制定清晰的职业发展路径。同时，要向所有员工开放机会，让他们可以尝试转换角色和传授技能。
说到这些机会，可以尝试组建一个招聘团队，寻找内部人才并从内部提拔。
为使这一做法行之有效，应在组织内部开展定期岗位轮换，以便对员工进行交叉培训，让他们在不同的岗位上积累经验，从而使他们具备所需的可转换技能，以便在他们愿意的情况下抓住这些机会。
内部流动是一项长期投资。但从长远来看，促进内部流动的企业会从中获益，创造一个高效的工作场所，让员工更加快乐。
以下为文章原文：
What is internal mobility?
Internal mobility is the movement of employees within a company to new roles or positions. This can include promotions (vertical mobility), as well as transfers and role changes (lateral mobility).
Many businesses are now using an internal mobility strategy to address the increasing rates of turnover. Good internal mobility develops employees’ skills, increases their job satisfaction, and can even save an organization time and money.
Why is internal mobility important?
With the current trend of high turnover, internal mobility can be a powerful tool for boosting the retention rate for employees.
By giving employees opportunities to grow with new experiences, it can increase overall job satisfaction—reducing the likelihood of them leaving for a new job elsewhere.
Besides increasing job satisfaction, internal mobility makes the most of what employees have to offer. Giving employees experience in different roles or departments helps them develop new skills that can make your company more self-sufficient.
By promoting internal mobility, you’ll have a talented, highly skilled team that can fill in most of the skills gaps that may appear—so you won’t have to regularly look outside the company for talent acquisition, saving you time and money.
Examples of internal mobility
Role-to-role mobility – When an employee moves to a new role at the same level of seniority within the company.
Transfer – When an employee continues their same role for the organization, but at a different location.
Promotion – When a team member is promoted to a higher-level position in the company.
Project-based mobility – When a team of employees, with different kinds of expertise, is put together for a specific project.
Job rotations – When an employee moves temporarily between different roles or departments to gain new experiences and learn new skills.
Development programs – When an organization provides training or development programs to help employees acquire new skills and prepare them for different roles within the company.
Benefits of internal mobility
Reduced costs – Hiring new people can be expensive. Businesses can reduce costs by filling open positions with internal candidates who already understand the organization’s culture and processes.
Improved employee retention rates – When employees feel that they have opportunities to grow and advance, they’re more likely to stay with the company long-term.
Increased engagement – With opportunities to learn, grow and take on new challenges within a company, employees feel more engaged and motivated.
Improved productivity – Internal mobility exposes employees to new people, processes, and ways of thinking.This gives team members valuable knowledge that they can apply to their work.
How do you promote internal mobility?
You can start by establishing an internal mobility program. Share new opportunities for promotions or job rotations with employees from every department, making it clear that everyone is welcome to apply.
You can also offer training, online courses, and conferences to help employees gain new skills and knowledge.
Make sure that all teams are aware of these opportunities through job postings, internal newsletters, and regular one-on-one check-ins—and inspire your people to go for them. Give them the time and support they need to pursue their development goals.
Another way of promoting internal mobility is by encouraging collaboration between different departments and teams. This exposes employees to areas of the company they may be unfamiliar with, and helps them build relationships with people who can give them guidance on advancing their careers.
Employees want to learn and grow. If a company supports employee development and learning opportunities, then it will also end up helping internal mobility to become an established part of company culture.
Internal mobility best practices
For internal mobility, it’s important to develop a clear career path for each role in your company. At the same time, keep opportunities open to all employees, so that they can try switching roles and transfer their skills.
When it comes to these opportunities, try putting together a recruitment team to find internal talent and promote from within.
For that to be effective, start regular job rotations within the organization so that you cross-train employees—giving them experience in different roles so that they have the transferable skills needed to take those opportunities, should they wish to.
Internal mobility is a long-term investment. But the businesses that promote it in the long-run reap the benefits, creating a productive workplace with happier employees.
提高生产力
提高生产力
提高生产力
提高生产力
提高生产力
提高生产力
提高生产力
提高生产力
提高生产力
提高生产力
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