秘書文秘相關(guān)外文翻譯（節(jié)選）

1、<p>　　中文3000字，1650單詞，9500英文字符</p><p>　　出處：Institute of Research, Development and Commercialization, Universiti Teknologi MARA</p><p><b>　　原文 </b></p><p>　　THE DIFFE

2、RENCES IN THE SECRETARIAL JOB FUNCTIONS AND COMPETENCIES BETWEEN PUBLIC AND PRIVATE SECTOR</p><p>　　N Zulkifli，R Hj. Ehsan，Z Abdul Rahman</p><p><b>　　Abstract </b></p><p&g

3、t;　　This study was conducted to identify the differences of the secretarial job functions and competencies between public and private sectors in Malaysia. Additionally, from the results obtained, the needed changes

4、to improve the implementations of public sector service and productivity are also examined and suggested for improvement. The scope of the study was the secretarial staffs in the public and private sector employed i

5、n Ipoh, Kinta Valley, Perak. The secretarial staffs' position in the publi</p><p>　　Background of the Study </p><p>　　With the advent of office technologies in recent years, the secreta

6、rial job functions have widely expanded and showing increase responsibility not only to their job functions and competencies, hence also to their organizational commitment. A lot of articles today elucidate the esse

7、ntiality of how the title "secretary" has expanded and growing; from the normal office assistant or managers assistant to the office manager and become one of the most important person in the organization. 

8、;</p><p>　　Hellerstein (1995) noted that secretaries working in pools support one or more departments and office technologies act as a bridge to mid-management jobs. Furthermore, their salaries and care

9、er opportunities now compete with other executive level positions. It clearly defined that secretarial functions were growing rapidly and encountered enormous changes. Unfortunately, the emergence of changes fr

10、equently occurred mostly in the private sectors which enable managers and professionals to operate </p><p>　　Enormous comparison can identified with regards to the practices and implementation of the secreta

11、rial position between the Malaysia public sectors (i.e. Government Agency) and the private sectors. The private sectors offered the secretarial staffs with interesting salary schemes and opportunities due to th

12、e emerging variety of secretarial functions and tasks involving the office and organizations. Secretarial duties were not only limited to the basic traditional functions such as dictating and </p><p>　　

13、The Malaysian public sectors classified the secretarial post as a clerical service with minimum job descriptions which can lead to unprofessional workforce. The entry requirements necessitate for this job is only SP

14、M holder with minimum qualification. In fact the Shorthand/Trengkas speed tests are still the qualifying tests for acceptance into the public sectors. With reference to the spa.gov.my, the secretarial position

15、still undertaken by the public sectors is Administration Assistant (Secreta</p><p>　　Statement of the Problem </p><p>　　The evolution of the secretarial job functions was expanded and they will

16、no longer single-tasking involving secretaries in the organization. The private sector demanded secretaries or executives to function proactively, while the public sector still seeks and used the service of typical

17、secretarial functions. Recently, the demand of labor that is capable of handling, synthesizing and creating new knowledge was increased, while the space for traditional manual work is replaced by automation and <

18、/p><p>　　The secretarial duties were performed very differently in public and private sectors. The secretarial functions in the public sector were quite insignificant although Aziz Husain (2002)stated the impor

19、tance of secretaries in the public sector to be professional in their career for the betterment of the organizations and departments. Yet, it is still unaccomplished. In the world towards global agenda and IT c

20、oncentration, the organizations needed to embrace themselves with a multitalented and kno</p><p>　　This study attempted to compare the secretarial job functions and competencies between public and private se

21、ctors and to determine whether there is a need for change in the secretarial job functions and competencies in the public sector. </p><p>　　Research Objectives </p><p>　　The purpose of this

22、 study was to make a comparison of the secretarial job functions and competencies between public and private sectors in Kinta Valley, Perak and to determine whether changes are needed in the secretarial job functions and

23、 competencies in the public sector. </p><p>　　The specific objectives were to: </p><p>　　1. determine the issues regarding the secretarial job functions in the public and private secto

24、rs; 2. determine the levels of secretarial competencies required by the public and private sectors; 3. identify the levels of secretarial job governance applied by the public and private sector; 4. examine

25、 the differences in the secretarial job functions between public and private sectors; 5. examine the differences in the secretarial competencies between public and private sectors. </p><p>　　Resear

26、ch Questions </p><p>　　1. What are the secretarial entry requirements that appear to be relevant in meeting the job functions required by the public and private sectors? </p><p>　　2. W

27、hat are the levels of secretarial job functions among public and private sectors? </p><p>　　3. What are the levels of secretarial competencies required by the public and private sectors? 4. What ar

28、e the levels of secretarial job governance applied by the public and private sectors? 5. Are there any differences in the secretarial job functions between public and private sectors? 6. Are there any differenc

29、es in the secretarial qualifications between public and private sectors? </p><p>　　Definition of Secretarial Job Functions and Competencies </p><p>　　Secretarial job functions were defined as th

30、e list of tasks to perform the responsible and administrative duties for the supervisors. The secretary and administrative assistant also provide high level of administrative support for an office in the organizatio

31、ns. According to Raja Munirah (2001), the roles of administrative support personnel such as secretaries and administrative assistant have changed significantly recently due to the corporate downsizing, economy polit

32、ics, workplace diversity a</p><p>　　Meanwhile, secretarial competencies referred to the listed requirements and qualifications that embodied the knowledge, skills and ability performing the secretarial jobs.

33、 (NCSC, 2008). The ability to acquire appropriate knowledge, skills and abilities in order to do the jobs has become essential necessity to enhance jobs effectiveness in recent era. However, in Malaysia th

34、ere were differences in delivering and applying the information regarding job functions and also competencies between public</p><p>　　It was very contrast with the public sectors in western organizations, wh

35、ereby they have a very detailed explanation and it was published for public reference. According to Razali Mat Zin (1997) the Malaysian Public Sectors must not only discharge its responsibilities with excellence, bu

36、t must continue to increase its capabilities to function effectively.</p><p>　　FINDINGS AND DISCUSSIONS </p><p>　　Rate of Survey Return </p><p>　　Questionnaires were personally dist

37、ributed to 135 respondents. 65 were the Administrative Assistant (Secretarial) Grade N17, N22 and N32 meanwhile another 70 were the Secretarial staffs in private sectors engaged in legal businesses in Ipoh, Perak.&#

38、160;From this number of questionnaire distributed to the respondents of public sector, 30 questionnaires or 46% were received before the due date while another 10 questionnaires or 15% were received after the first follo

39、w up. Meanwhile, for the private se</p><p>　　Descriptive Statistics of the Secretarial Job Functions </p><p>　　Table 4.11 shows the overall summary of the descriptive statistical analysis f

40、or all statements involved in the secretarial job functions in the public and private sector. The analysis involved the use of the minimum, maximum values, the mean, the median and the standard deviation scores.

41、0;Based on the 5-point scale used, the findings indicated that the range was between 2.00 to 4.56. The mean score for the job functions was 3.5344 (SD=.97022), which represented that the respondents agreed that t<

42、;/p><p><b>　　譯文 </b></p><p>　　公共部門和私營部門中秘書的工作職能和能力方面的差異</p><p>　　作者：Zulkifli N, Abdul Rahman Z.</p><p><b>　　摘要 </b></p><p>　　本研究旨在識別馬來

43、西亞的公共和私營部門中秘書的工作職能和能力之間的差異。此外，通過本文的研究結(jié)果，試圖為改善公共部門服務(wù)水平和提高效率提供一些建議。研究的范圍是馬來西亞霹靂州近打谷的怡保市，受雇于當?shù)毓埠退綘I部門的秘書人員。在公共部，門中，秘書人員的職位頭銜為行政助理(秘書)。在這項研究中，使用的主要工具是問卷調(diào)查設(shè)計了一套由封閉式問題組成的調(diào)查問卷，被用來收集所需要的信息。問卷被用來測試外在和內(nèi)在的有效性。個人問卷被分發(fā)給霹靂州近打谷的怡保市中受雇于

44、公共和私營部門的所有受訪者，并給予特定的時間讓他們回答問卷。通過問卷調(diào)查獲得的結(jié)果，發(fā)現(xiàn)在公共部門和私營部門中，秘書的工作職能和工作能力方面有著顯著的差異。大多數(shù)的受訪者都一致同意關(guān)于任職資格的重要性，該任職資格包括執(zhí)行本職工作所需具備的技能、知識和能力(簡稱SKA)。本文還對其他一些方面，比如秘書工作管理等進行了探討。最后，根據(jù)數(shù)據(jù)分析的結(jié)果，本文提出了一些建議，包括對公共部門秘書崗位任職資格的修訂、重新安排秘書人員的工資、秘書崗位的

45、職業(yè)發(fā)展機會，以及借鑒私營部門中實施的成功案例和秘書工作標準，來對公共部門組織的秘書工作職能進行一個系</p><p><b>　　研究背景 </b></p><p>　　近年來，隨著辦公技術(shù)的不斷進步，秘書的工作職能得到了進一步的擴展，秘書崗位增加的責任不僅包括從業(yè)人員的工作職能和能力，還包括他們對組織的承諾。目前，已經(jīng)有很多文獻都闡明了秘書崗位的重要性，以及“秘書

46、”崗位職責的不斷擴大和增長，從普通的辦公室文員或辦公室經(jīng)理的助理都可以稱為秘書，他們也正成為組織中最重要的人之一。 </p><p>　　海勒斯坦于 1995 年指出，在一個或多個部門和辦公室中，秘書的工作起著部門支持輔助作用，他們的工作直接與中層及更高層級的管理者的工作鄉(xiāng)關(guān)聯(lián)。此外，他們的工資和職業(yè)機會也能夠與組織內(nèi)其他主管級別的職位相競爭。秘書的職能得到了迅速發(fā)展，并發(fā)生了巨大的變化。不幸的是，這些經(jīng)常發(fā)生的

47、變化主要出現(xiàn)在私人部門，在私人部門中，秘書職能的變化使管理者和秘書從業(yè)人員能夠更獨立的做好本職工作，重新定義了秘書的角色及其職業(yè)道路。 </p><p>　　通過對馬來西亞公共部門(政府機構(gòu))和私營部門中秘書崗位的比較，可以發(fā)現(xiàn)兩種類型組織中的秘書崗位之間存在巨大的差異。私人部門為秘書人員提供了有吸引力的薪金方案和職業(yè)發(fā)展機會。秘書的職責不僅僅限于傳統(tǒng)的基本功能，如口述和打字，他們還執(zhí)行管理的一些功能，比如計劃、

48、組織、指導(dǎo)和控制，協(xié)助中高層管理者的工作。然而，馬來西亞的公共部門仍然忽視這些秘書工作職能的演變。 </p><p>　　馬來西亞公共部門對秘書的職務(wù)定位為一個辦事員的角色。認為秘書崗位是組織中最低一級的職位，通常被描述為組織內(nèi)部非專業(yè)的員工。秘書崗位的任職資格僅僅要求員工具備職業(yè)資格證書即可。事實上，速記的速度測試仍然是公共部門中秘書從業(yè)人員的一個要考核的必備技能。秘書崗位的角色仍然是公共部門的行政助理(秘書)

49、，其工資也比較低。其崗位職責主要是聽寫、打字和處理檔案。 </p><p><b>　　問題陳述 </b></p><p>　　秘書的工作職能正不斷地擴大，他們將不再涉及在組織中的秘書單一職責。私營部門主動要求秘書積極地與高管互動。而公共部門仍在使用典型的秘書的服務(wù)功能，秘書的職責基本也未發(fā)生改變。最近，工作的技術(shù)已發(fā)生了巨大的變化，而傳統(tǒng)的手工工作活動也被自動化和機

50、械化所取代(皮奧瑞亞，2005)。 </p><p>　　公共部門中秘書的職責和私營部門的秘書職責表現(xiàn)出非常大的不同。公共部門中的秘書職能是相當微不足道的，組織也不是很重視秘書崗位，將之視為一個低級崗位，只從事簡單的輔助性工作，但阿齊茲侯賽因(2002)指出，在公共部門中的秘書，其職責也是很重要的，他們的工作可以改善專業(yè)組織和部門的績效。然而，很多公共部門都沒完成這一轉(zhuǎn)變。當今世界，正走向全球化進程，組織需要更多

51、的多才多藝、知識淵博的員工，尤其是在秘書崗位方面。本研究試圖比較公共和私營部門之間秘書的工作職能和工作能力，以決定是否需要改變公共部門中秘書的工作職能和工作技能。 </p><p><b>　　研究目的 </b></p><p>　　本研究的目的是比較馬來西亞霹靂州近打谷地區(qū)的公共和私營部門之間秘書的工作職能和工作能力差異，以決定是否需要改變公共部門中秘書的工作職能和

52、工作技能。具體目標是: </p><p>　　1.確定公共和私營部門的秘書的工作職能問題; </p><p>　　2.確定公共和私營部門秘書所需具備的能力水平; </p><p>　　3.確定公共和私營部門對秘書工作的管理水平; </p><p>　　4.檢查公共和私營部門之間的秘書的不同工作職能; </p><p>

53、　　5.檢查公共和私營部門之間的秘書工作能力的差異。 </p><p><b>　　研究的問題 </b></p><p>　　1．公共部門與私營部門中與秘書工作職能相關(guān)的任職要求是什么? </p><p>　　2．公共部門和私營部門的秘書工作職能水平是什么? </p><p>　　3．公共部門和私營部所需的秘書能力是什么

54、? </p><p>　　4．公共部門和私營部門的秘書工作管理水平是什么? </p><p>　　5．公共部門和私營部門之間的秘書工作職能有什么不同? </p><p>　　6．公共部門和私營部門之間的秘書任職資格有什么不同? </p><p>　　秘書的工作職能和能力的定義 </p><p>　　秘書的工作職能指的是

55、執(zhí)行其本職工作和監(jiān)督管理職責的一系列任務(wù)。秘書和行政助理也為組織中的部門提供高水平的行政支持服務(wù)。根據(jù)拉亞的研究，行政輔助人員的角色，如：最近由于公司的精簡、政治經(jīng)濟、工作場所的多樣性、辦公技術(shù)的發(fā)展等因素，秘書和行政助理的工作職責已經(jīng)發(fā)生了明顯的改變。秘書的工作職能變得更廣泛，而常規(guī)的秘書工作職責，如：聽寫和轉(zhuǎn)錄已經(jīng)減弱。員工被鼓勵參與多個任務(wù)，來加強他們的專業(yè)技能?！懊貢钡念^銜也慢慢減弱，產(chǎn)生了更為標準和高層次的行政類崗位。 &l

56、t;/p><p>　　于此同時，秘書的工作能力指的是具備秘書人員要具備上述所列的要求和條件，體現(xiàn)了執(zhí)行秘書工作所需要的知識、技能和能力。在當今時代，能夠獲得適當?shù)闹R、技能和能力來從事這個工作已經(jīng)成為提高工作效率的關(guān)鍵。然而，在馬來西亞的公共和私營部門秘書人員之間，其工作職能和工作能力卻有很大的差異。研究發(fā)現(xiàn)，馬來西亞的公共部門的秘書的職能、行政職能、執(zhí)行能力等是非常有限的。 </p><p>

57、;　　這與西方的公共部門組織形成了一個鮮明的對比，西方的公共部門組織的秘書崗位為馬來西亞公共部門秘書職能的轉(zhuǎn)變提供了一個非常詳細的案例和參考。根據(jù)拉查理(1997)的研究，馬來西亞公共部門的管理層不僅要下放其權(quán)力與責任，同時必須繼續(xù)增加其職能保持有效地運作。 </p><p><b>　　結(jié)果和討論 </b></p><p><b>　　問卷收回率 <

58、/b></p><p>　　調(diào)查問卷被分發(fā)給 135 名受訪者。其中，65 人是行政助理(秘書)，等級為 N17 N22 和N32，同時，另外 70 人是霹靂州怡保市私營部門從事法律業(yè)務(wù)的秘書人員。同樣的數(shù)量的問卷被分發(fā)給公共部門的受訪者，在截止期期前，收回有效問卷 30 份，達到了 46%的回收率，另一個是 10 份，達到了 15%，后續(xù)還會繼續(xù)跟進。與此同時，在私營部門中，到截止 期前，收回有效問卷 4

59、5 份，達到了 64%，而另一個則是 15 份，達到了 2 1%，后續(xù)還會繼續(xù)跟進。公共部門的總問卷分析是 65 份中，收回了 40 份(61.5%)，有 20 份 N17 員工問卷調(diào)查，8 份 N22 員工問卷調(diào)查，12 份 N32 員工問卷調(diào)查。此外，私營部門的總問卷調(diào)查分析是 70 份中，收回了 60 份(86.5%)，來自不同的秘書職位。 </p><p>　　根據(jù)秘書工作職能的描述性統(tǒng)計，這一整體的總結(jié)

60、描述性統(tǒng)計分析涉及到在公共和私營部門中，秘書崗位的所有工作職能。分析中涉及使用到最小值、最大值、平均值、中位數(shù)和標準偏差分數(shù)?；谒褂玫目凕c量表，調(diào)查結(jié)果表明，范圍在 2.00 到 4.56 之間。工作職能的平均評分為 3.5344(SD =97022)，這一數(shù)值代表對于所列出的秘書的工作職能，受訪者同意是很重要的。從受訪者的意見看，他們同意問卷調(diào)查中所列的秘書的工作職能，并且，大多數(shù)的公共和私營部門的受訪者認識到了在以后的日常工作中