Human resources managers across the country are bracing themselves for a new kind of crisis this summer。

　　今夏，中國的HR經理們不得不去迎戰一場新的危機。

　　As many industries complain they are suffering from a lack of talent, or simply lack of manpower, many in the HR community said they have a greater fear。

　　各行各業紛紛抱怨遭遇“人才荒”，或單單只是“用工荒”，而人力資源業界則表示他們遭遇到了更大的恐慌。

　　Over the next couple of months, they are going to have to deal with a new breed of graduates, one which is just as talented, just as ambitious, and just as qualified as those who came before。

　　在接下來的幾個月時間里，他們要去應對一批新生代畢業生；和他們的前輩們一樣，他們才華橫溢，胸懷大志且能勝任工作。

　　It`s one that knows a lot about the Internet, is internationally aware, embraces modern social media and all the benefits that brings and thinks more innovatively。

　　他們對互聯網知之甚多，擁有國際視野，樂于接受現代社交媒體及其帶來的好處，并且更具創新性思維。

　　But the people from the post-1990 generation who are sending in the resumes that are now arriving on HR managers` desks across the land are different in their attitudes, their confidence and their expectations。

　　當這些正在廣投簡歷的90后站在人事經理們的辦公桌前時，他們的觀念，信心與期望卻是完全不同。

　　And it`s a difference many professions don`t like the look of。

　　許多行業并不喜歡這些差異之處。

　　According to the Ministry of Human Resource and Social Security, 6.8 million college graduates, mostly born between September 1989 and August 1990, will flood the job market this year。

　　據人力資源和社會保障部表示，今年將有680萬名于1989年九月至1990年八月出生的大學畢業生涌入就業市場。

　　Most are the single child of their families and have been raised at a time of a tremendous rise in economic wealth。

　　他們大都是獨生子女，成長于一個經濟騰飛的時代。

　　That sounds OK so far。

　　到目前為止，一切聽上去都還好。

　　But many HR professionals are questioning what kind of workers these young people will make?

　　但現在，很多HR專業人士質疑這些年輕人將會成為怎樣的員工。

　　From direct contacts to second-hand reports, the speculation is that managers will have to work that little bit harder to deal with this new wave of talent。

　　從直接接觸同間接報告看來，結論是管理者們為應對這新一波的人才，不能不吃點苦頭。

　　Zhang Can, a manager with a consulting firm headquartered in the United States, recalled recently, after giving an assignment to a post-1990 intern, that the young man simply replied: "Yes, I heard what you told me to do, but if I have to do it, I`ll just leave."

　　前不久，在一家總部設在美國的咨詢公司擔任經理一職經理張燦(音譯)回憶道，當向一位90后實習生指派了一份工作任務后，這位年輕人只是簡單地回應道：“是的，盡管我聽清楚了你讓我做的事情，但如果我必須做的話，我只好離開。”

　　Zhang was shocked by the lack of respect, the manner, the tone from someone just five years younger than he is。

　　這位只比張燦小5歲的年輕人缺少對他人的尊重，他的態度和語氣令張燦感到十分吃驚。

　　He said it was like dealing with "a complete stranger"。

　　他表示，這就像在和一位“完全不認識的陌生人”做生意一樣。

　　He added: "It took me a moment to realize I was talking to a person of roughly the same generation as I am。

　　他還表示：“片刻之后，我才意識到我在和一位同代人講話。”

　　"I could never imagine myself doing that when I was an intern."

　　“當還是實習生時，我從未想到自己會這么做。”

　　Those born after 1990 appear to be bringing something new, for sure - and in many cases, it`s not good。

　　90后們似乎帶來了一些新生事物，但可以肯定地將，在很多情況中，這并非好事。

　　Xu Jiangling, who interned as an assistant to a bank-lobby manager, said it was hard to understand why the job requires him to always stand, even if nobody seemed to mind if he sat down。

　　徐江凌(音譯)在實習期間，曾做過銀行大堂經理助理，他說自己不明白為什么這份工作規定他要一直站著，即使沒有人會介意他坐下來。

　　Huang Feiyi, one of Xu`s classmates who worked in an international consultancy company, said he found the company`s dress code old-fashioned and "boring"。

　　黃飛翼是徐江凌的同班同學，曾任職于一家國際咨詢公司，他認為那家公司的服裝要求有些老掉牙且乏味無趣。

　　However, for all their reported downsides, some also pointed out that the arrival of the post-1990 generation brings skills and attributes that should be warmly welcomed into the 2012 workplace。

　　然而，對于這些針對90后的負面報道，一些人也指到他們的到來勢必會為2012年的職場帶來新的才能和特性，所以我們應該表示熱烈歡迎。

　　One manager told people.com.cn: "Let`s not forget, we`re in an era of increasing market competition, and many are certainly competitive, and very creative too."

　　一位企業管理人員在接受人民網采訪時表示：“我們不要忘記，我們身處一個市場競爭日益激烈的時代，而毫無疑問，許多人集競爭力和創造力于一身。”

　　The key to getting the best out of the new breed of graduates, stressed Tang Wen, a senior public relations manager at ChinaHR.com, is in finding ways to match their talent to the most suitable job。

　　中華英才網高級公關經理唐文強調道，發掘出畢業生新生代優點的關鍵在于，想方設法找出與其才能相匹配的工作。

　　"If they can be put in suitable positions, they can work very well and contribute a lot to their companies," he said。

　　他說：“如果身在適合的職位，他們能夠很好地工作并且會為公司帶來許多貢獻。”

　　Today`s new graduates tend to have wider, more diverse knowledge because they grew up in the Internet age, added Tang - a "precious resource for innovation" and a blessing for the creative or marketing sector。

　　唐文補充說，由于成長在網絡時代，如今的畢業生新生代往往具備更廣泛，更多樣的知識，他們是“創新的珍貴資源”，同時也是賜予創意、營銷部門的一份恩賜。

　　The English proficiency of post-1990 graduates is also higher than any previous generation of university graduates in China, making them more suitable for jobs in international companies。

　　90后畢業生要比他們的前輩們更加精通英文，從而使他們本身更能勝任外企工作。

　　Having been equipped with social media skills, too, the post-1990 generation and their supporters have also been quick to defend themselves and their reputations on the Internet。

　　同時由于具備媒體社交技巧，90后和他們的后援團同樣能夠在網絡上迅速做出反擊，保護自己，為名譽而戰。

　　Following an analysis of this new generation on xinhuanet.com, the website of the Xinhua News Agency, one young commentator, signed as Qiu Shi, claimed there has always been discrimination or prejudice between job market generations, such as those of the post-1960 against the post-1970 and post-1980 generations。

　　此前新華網曾發布一篇關于90后的分析報告，一位登陸為“求是”的年輕網友評論道，在不同年代的職場人之間，一直存在著諸多的歧視和偏見，就像是60后就會對70后和80后頗有微詞。

　　And according to Weday8745, who claimed to have guided many new recruits in the last couple of years, about half of the post-1990 generation in his team are performing well。

　　而一位叫做Weday8746的網友則表示，在過去幾年中他已帶過了許多職場新人，近一半的90后在團隊中都有出色的表現。

　　"They are smart, willing to learn, work hard, and are modest," he said。

　　他說：“他們聰明，樂于學習，工作努力且十分謙虛。

　　Fen Yan Wu Ji, meanwhile, commented that every new generation faces criticism, but the secret is to rise to the challenge。

　　同時，網友“分言無忌”則評論說，每一代新人都會要面對批評，但是真正的秘訣就在于迎接挑戰。

　　"People should not be too hard on the post-1990 generation," he added。

　　“人們不該對90后太過嚴厲，” 他補充道。

　　Human resource analysts also encourage companies to look at their positive characteristics, instead of refusing to hire them。

　　人力資源分析師們也鼓勵用人單位要多多去關注他們的積極品質，而不是令他們飽嘗閉門羹。

　　Or as some human resource experts said: "Companies have to deal with the issue sooner or later, as the post-1990 generation is going to become a key part of driving the economy。

　　或者正如一些人力資源專家說的那樣：“90后一代將成為驅動經濟發展的要素之一，所以用人單位遲早都要應對這個問題。“

　　"Let`s just learn how to work with them from now on."

　　“從現在起，就讓我們學習如何去同他們共事吧。”