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工作分析和工作计划英文版
Definition of Work Analysis
Work Analysis is a process of studying the nature, characteristics, and requirements of work tasks.
It involves breaking down work into its constituent elements and analyzing them to understand their relationships and dependencies.
Identifies the human, technical, and material resources required for project execution.
Identifies potential risks and how they will be mitigated or managed.
Case Study 2: Work Plan in a Software Development Project
总结词
需求分析、时间管理、团队协作
详细描述
在软件开发项目中，制定详细的工作计划至关重要。首先，进行需求分析，明确软件的 功能和性能要求，为后续开发提供依据。其次，做好时间管理，根据项目复杂度和团队 能力，合理安排开发进度，确保项目按时交付。此外，加强团队协作，通过有效的沟通
Analyze work: Break down the project into smaller, manageable tasks and analyze the effort required for each task.
Prioritize tasks:
现代人力资源管理中常用专业术语
现代人力资源管理中常用专业术语首席人力资源官(Chief Human Resource Officer)，HRD（Human Resource Development) 人力资源发展，简称HRD。
人力资源总监/主管HRD（Human Resource Director）。
HRD的核心内容包括培训开发、组织发展和职业生涯规划三个部分。
HRM=Human Resource Manager.人力资源经理HRM 是human resource management的缩写，是指人力资源管理（也叫HR管理）HR-Human Resource人力资源,目标是让企业HR更好地进行人力资源的发展和规划。
系统重点是实现人力资源部门在员工素质管理、薪资管理、绩效考核等方面的需求。
A：Action learning：行动学习Alternation ranking method：交替排序法Annual bonus：年终分红Application forms：工作申请表Appraisal interview：评价面试Aptitudes：资质Arbitration：仲裁Attendance incentive plan：参与式激励计划Authority：职权B：Behavior modeling：行为模拟Behaviorally anchored rating scale (bars)：行为锚定等级评价法Benchmark job：基准职位Benefits：福利Bias：个人偏见Boycott：联合抵制Bumping/layoff procedures：工作替换/临时解雇程序Burnout：耗竭C：Candidate-order error：候选人次序错误Capital accumulation program：资本积累方案Career anchors：职业锚Career cycle：职业周期Career planning and development：职业规划与职业发展Case study method：案例研究方法Central tendency：居中趋势Citations：传讯Civil Rights Act：民权法Classes：类Classification (or grading) method：归类（或分级）法Collective bargaining：集体谈判Comparable worth：可比价值Compensable factor：报酬因素Computerized forecast：计算机化预测Content validity：内容效度Criterion validity：效标效度Critical incident method：关键事件法D：Davis-Bacon Act (DBA)：戴维斯―佩根法案Day-to-day-collective bargaining：日常集体谈判Decline stage：下降阶段Deferred profit-sharing plan：延期利润分享计划Defined benefit：固定福利Defined contribution：固定缴款Department of Labor job analysis：劳工部工作分析法Discipline：纪律Dismissal：解雇；开除Downsizing：精简E：Early retirement window：提前退休窗口Economic strike：经济罢工Edgar Schein：艾德加•施恩Employee compensation：职员报酬Employee orientation：雇员上岗引导Employee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案Employee services benefits：雇员服务福利Employee stock ownership plan (ESOP) ：雇员持股计划Equal Pay Act：公平工资法Establishment stage：确立阶段Exit interviews：离职面谈Expectancy chart：期望图表Experimentation：实验Exploration stage：探索阶段F：Fact-finder：调查Fair day's work：公平日工作Fair Labor Standards Act：公平劳动标准法案Flexible benefits programs：弹性福利计划Flex place：弹性工作地点Flextime：弹性工作时间Forced distribution method：强制分布法Four-day workweek：每周4天工作制Frederick Taylor：弗雷德里克•泰罗Functional control：职能控制Functional job analysis：功能性工作分析法G：General economic conditions：一般经济状况Golden offerings：高龄给付Good faith bargaining：真诚的谈判Grade description：等级说明书Grades：等级Graphic rating scale：图尺度评价法Grid training：方格训练Grievance：抱怨Grievance procedure：抱怨程序Group life insurance：团体人寿保险Group pension plan：团体退休金计划Growth stage：成长阶段Guarantee corporation：担保公司Guaranteed fair treatment：有保证的公平对待Guaranteed piecework plan：有保障的计件工资制Gain sharing：收益分享H：Halo effect：晕轮效应Health maintenance organization (HMO) ：健康维持组织I：Illegal bargaining：非法谈判项目Impasse：僵持Implied authority：隐含职权Incentive plan：激励计划Individual retirement account (IRA) ：个人退休账户In-house development center：企业内部开发中心Insubordination：不服从Insurance benefits：保险福利Interviews：谈话；面谈J：Job analysis：工作分析Job description：工作描述Job evaluation：职位评价Job instruction training (JIT) ：工作指导培训Job posting：工作公告Job rotation：工作轮换Job sharing：工作分组Job specifications：工作说明书John Holland：约翰•霍兰德Junior board：初级董事会L：Layoff：临时解雇Leader attach training：领导者匹配训练Lifetime employment without guarantees：无保证终身解雇Line manager：直线管理者Local market conditions：地方劳动力市场Lockout：闭厂M：Maintenance stage：维持阶段Management assessment center：管理评价中心Management by objectives (MBO) ：目标管理法Management game：管理竞赛Management grid：管理方格训练Management process：管理过程Mandatory bargaining：强制谈判项目Mediation：调解Merit pay：绩效工资Merit raise：绩效加薪Mid career crisis sub stage：中期职业危机阶段N：Nondirective interview：非定向面试O：Occupational market conditions：职业市场状况Occupational orientation：职业性向Occupational Safety and Health Act：职业安全与健康法案Occupational Safety and Health Administration (OSHA) ：职业安全与健康管理局Occupational skills：职业技能On-the-job training (OJT) ：在职培训Open-door：敞开门户Opinion survey：意见调查Organization development(OD) ：组织发展Outplacement counseling：向外安置顾问P：Paired comparison method：配对比较法Panel interview：小组面试Participant diary/logs：现场工人日记/日志Pay grade：工资等级Pension benefits：退休金福利Pension plans：退休金计划People-first values："以人为本"的价值观Performance analysis：工作绩效分析Performance Appraisal interview:工作绩效评价面谈Personnel (or human resource) management：人事（或人力资源）管理Personnel replacement charts：人事调配图Piecework：计件Plant Closing law：工厂关闭法Point method/Policies：政策Position Analysis Questionnaire (PAQ) ：职位分析问卷Position replacement cards：职位调配卡Pregnancy discrimination act：怀孕歧视法案Profit-sharing plan利润分享计划Programmed learning：程序化教学Q：Qualifications inventories：资格数据库Quality circle：质量圈R：Ranking method：排序法Rate ranges：工资率系列Ratio analysis：比率分析Reality shock：现实冲击 Reliability：信度Retirement：退休Retirement benefits：退休福利Retirement counseling：退休前咨询Rings of defense：保护圈Role playing：角色扮演S：Skip-level interview：越级谈话Social security：社会保障Speak up! ：讲出来！Special awards：特殊奖励Special management development techniques：特殊的管理开发技术Stabilization sub stage：稳定阶段Staff (service) function：职能（服务）功能Standard hour plan：标准工时工资Stock option：股票期权Straight piecework：直接计件制Strategic plan：战略规划Stress interview：压力面试Strictness/leniency：偏紧/偏松Strikes：罢工Structured interview：结构化面试Succession planning：接班计划Supplement pay benefits：补充报酬福利Supplemental unemployment benefits：补充失业福利Salary surveys：薪资调查Savings plan：储蓄计划Scallion plan：斯坎伦计划Scatter plot：散点分析Scientific management：科学管理Self directed teams：自我指导工作小组Self-actualization：自我实现Sensitivity training：敏感性训练Serialized interview：系列化面试Severance pay：离职金Sick leave：病假Situational interview：情境面试Survey feedback：调查反馈Sympathy strike：同情罢工System Ⅳ组织体系ⅣSystem I：组织体系ⅠT：Task analysis：任务分析Team building：团队建设Team or group：班组Termination：解雇；终止Termination at will：随意终止Theory X：X理论Theory Y：Y理论Third-party involvement：第三方介入Training：培训Transactional analysis (TA) ：人际关系心理分析Trend analysis：趋势分析Trial sub stage：尝试阶段U：Unsafe conditions：不安全环境Unclear performance standards：绩效评价标准不清Unemployment insurance：失业保险Unfair labor practice strike：不正当劳工活动罢工Unsafe acts：不安全行为V：Validity：效度Value-based hiring：以价值观为基础的雇佣Vroom-Yetton leadership trainman：维罗姆-耶顿领导能力训练Variable compensation：可变报酬Vestibule or simulated training：新雇员培训或模拟Vesting：特别保护权Voluntary bargaining：自愿谈判项目Voluntary pay cut：自愿减少工资方案Voluntary time off：自愿减少时间W：Wage carve：工资曲线Work samples：工作样本Work sampling technique：工作样本技术Work sharing：临时性工作分担Worker involvement：雇员参与计划Worker's benefits：雇员福利人力资源管理词汇人力资源管理 Human Resource Management ,HRM人力资源经理 human resource manager高级管理人员 executive职业 profession道德标准 ethics操作工 operative employees专家 specialist人力资源认证协会 the Human Resource Certification Institute,HRCI 外部环境 external environment内部环境 internal environment政策 policy企业文化 corporate culture目标 mission股东 shareholders非正式组织 informal organization跨国公司 multinational corporation,MNC管理多样性 managing diversity工作 job职位 posting工作分析 job analysis工作说明 job description工作规范 job specification工作分析计划表 job analysis schedule,JAS职位分析问卷调查法 Management Position Description Questionnaire,MPDQ 行政秘书 executive secretary地区服务经理助理 assistant district service manager人力资源计划 Human Resource Planning,HRP战略规划 strategic planning长期趋势 long term trend要求预测 requirement forecast供给预测 availability forecast管理人力储备 management inventory裁减 downsizing人力资源信息统 Human Resource Information System,HRIS 招聘 recruitment员工申请表 employee requisition招聘方法 recruitment methods内部提升 Promotion From Within ,PFW工作公告 job posting广告 advertising职业介绍所 employment agency特殊事件 special events实习 internship选择 selection选择率 selection rate简历 resume标准化 standardization有效性 validity客观性 objectivity规范 norm录用分数线 cutoff score准确度 aiming业务知识测试 job knowledge tests求职面试 employment interview非结构化面试 unstructured interview 结构化面试 structured interview小组面试 group interview职业兴趣测试 vocational interest tests 会议型面试 board interview。
staff training
Small Groups
As a small group leader you should keep the following things in mind.
Owning it – group should own itself It is their group – you should not talk about yourself Control – your job is to facilitate and keep the group moving No therapy – you are not qualified and give no advice Eye Contact – make eye contact as you speak and listen
Your Winning Team
Leadership Team
Co-Directors Participant Consultants Staff Consultants Administrative Coordinators Activity Coordinators
Volunteer Staff Risk Management
Co-Facilitator Roles
Pairing
Youth/adult staff
Planning
Understand each others roles Assign who will cover each part of the agenda Select ice breakers and other activities Get supplies and materials Decorate name tags, room, make warm fuzzies
Philips MR Workspace商品说明说明书
For more than 130 years, we have been creatingmeaningful innovations to improve people’s lives and make the world more sustainable. We are inspired to continually advance the state of precision diagnosis with customer- and patient-centric solutions that deliver clear care pathways and predicable outcomes.In MR, our mission is to achieve a fast, fully automated, and personalized exam for every patient, while acting responsibly towards our planet and society. With AI 1-driven smart connected imaging, optimized workflows, and integrated clinical solutions, we improve your MR department’s productivity, enhance patient and staff experience, and deliver high quality diagnostic outcomes.With this we bring you MR Workspace, our break-through AI 1 engine that delivers efficiency in your daily schedule and consistent image quality to your department.Our vision23P h i l i p s M R W o r k s p a c eContentThe control room:essential to departmental workflow Customize your solution to fit your needs MR Console Plus:Your staff. Satisfied.MR Day Manager:Your schedule. Under control.MR Console Pro:Your workload. Managed.The control room:essential to departmental workflowFast protocols and advancements in patient handling and positioning have brought improvements to MR workflow. However, because inefficiencies in the control room still exist, MR departments struggle to achieve consistent quality and optimal workflow efficiency. Difficult-to-learn exams, complex post-processing, and disconnected schedule management contribute to problems ranging from stressed staff to patient rescans. MR Workspace is the key to bridging these challenges with ease, helping to alleviate technologists’ workload so they can focus beyond just the monitor and on what really matters: the patient.Designed with deep knowledge of day-to-day MR operations, MR Workspace supports efficiency and staff satisfaction in the control room through intelligence, guidance and ease of use. Technologists can prepare exams before patients arriveand aim to achieve consistent quality regardless ofexperience, by using Protocol Assistant, an AI1-drivensolution that learns your protocol preferences andsuggests the most appropriate ones based on clinicalindication.Advanced visualization includes step-by-step guidance sotechnologists can begin post-processing, delivering more2diagnostic information to the radiologist, thus savingreporting time.The intuitive interface, large display of clinical images andessential parameter reveal contribute to outstanding ease-of-use. In addition, MR Workspace helps to keep scheduleson track and makes parallel tasking easy so technologistscan focus on the current patient.Increase scheduleefficiencyWith MR workspace we aim to support you to:Deliver consistentimage qualityImprove staffexperienceReducetraining timeProvide fastertime to resultsGive your staff what they need to do the job right• 80% of examination planning is fully automated• 70% of the display is dedicated to presenting clinical images in crisp detail • Harmonized user experience with IntelliSpace Portal Advanced VisualizationFast forward from learning to doing• Integrated AI 1 assistance, task guidance, and automation • Step by step coaching towards AV analysis • 50% reduction in on-screen parametersBe known for fast results• Results sent to PACS in 30% less time 3• Automated AV segmentation, calculation, and map generation • Comprehensive set of integrated high-end and routine AV applicationsKnow what is coming your way every day• Full visibility and control over daily schedule • Examination preparation before patient arrival • Alerts on patient conditions and schedule changes9Count on image quality. Every, single time• Guided and automated workflow• AI¹ Protocol Assistant suggests the most used protocol • Real-time quality controlYour control room engine for a smooth running departmentMR Console Plus:11MR Console Plus:MR Console Pro:Your workload. Managed.MR Day Manager:Your schedule. Under control.Puts your staff in control of the dailyschedule and supports consistentresults with AI1-driven technology.Supports patient focus while enablingparallel tasking, making workproductive and satisfying.1315MR Console Plus: Your staff. SatisfiedMR Console Plus is the core of MR workspace, providing an intuitive interface, large image viewports, essential parameter reveal, task guidance, and access to other available smart features. This potent combination has the potential to reduce staff training time. Early results 4 show thattechnologists feel that MR Console Plus increases their confidence.Increase staff satisfaction with ease-of-useWhen technologists use MR Console Plus for the first time, they will be struck by how the user interface delivers an intuitive and enjoyable user experience. Diagnostic images are front and center: more than 70% of the display is dedicated to presenting clinical images in crisp detail. This large viewing area helps to enable focus, making it easier to assess image quality while the patient is on the table. The most relevant parameters are presented as the default display, reducing screen clutter. All other parameters are accessible at the touch of a button.Reduce workload and achieve consistent resultsReduce workload and image variability through guided and automated workflow assistance to support onyour aim of delivering consistent results independent of technologist experience.Smart integrated featuresSmartExamuses the power of AI 1 to automate geometry planning and execution of complete MR exams.5 With SmartExam, single click.ScanWise Implant 6entire examination.AutoVoiceand provides breath hold guidance.14P h i l i p s M R W o r k s p a c e17* This product is not CE marked and not available for sale in all countries.Access clinical enhancements and insightsAccess, analyze and quantify data in one unified view, covering multiple clinical domains, including neurology, oncology and cardiology. MR Console Plus brings you clinical enhancements and insights through to a comprehensive set of high-end and routine Advanced Visualization applications, such as Permeability Analysis* and Cartilage Assessment*, that are seamlessly integrated at your fingertips. MR Workspace Advanced Visualization shares the same harmonized user experience as the IntelliSpace Portal solution, which may help to reduce training requirements and allowing you to streamline and scale your AV functionality from the console to an enterprise AV solution.Expert guidance for efficient post-processingSupport consistency in post-processing regardless of technologist expertise and experience. Every AV app includes user guidance that coaches technologists step-by-step. When AV processes require handoff, the technologist can begin the analysis, save their work, and send it to a radiologist anywhere within the enterprise, who can pick up where the technologist finished.This shortens time-to-report by reducing post-processing and potentially reduces reading time for radiologists. AV results are sent to PACS in 30% less time 3.16P h i l i p s M R W o r k s p a c e19MR Day Manager:Your schedule. Under control.Patients who need extra time and reassurance, critical patients from the emergency department and unexpected requests for inpatient studies can make it challenging to stay on schedule. MR Workspace puts your staff in control of the daily schedule with the industry-exclusive MR Day Manager.MR Day Manager allows technologists to plan exams before the scheduled time, which decreases time spent gathering data when the patient arrives. With vitalpatient and schedule information from the HIS/RIS fully integrated in MR Day Manager and available at the click of a mouse, technologists can assign ExamCards before the patient arrives, anticipate roadblocks, and prepare for special situations by entering MR Conditional implant information, pregnancy status, and ambulatory information. MR Day Manager also alerts technologists when a patient has arrived.Controlling schedule drift may decrease patientwaiting times, enhancing the patient experience. It also potentially may decrease staff overtime and enable higher patient throughput.Schedule information• When does the next exam start?• Am I running on schedule?• Who is the next patient?• Are there any notes for this exam?• Did the patient arrive?Patient characteristics• Is this an in- or out-patient?• Does this patient have an implant?• Is this patient pregnant?• Is contrast required for this study?• Are there breathholds in this study?Guidance on open tasks• Is an ExamCard selected?• Are there open post-processing tasks?• Is experting finished?• Is all mandatory info filled in?18P h i l i p s M R W o r k s p a c e21AI-driven to deliver consistent results MR Day Manager’s Protocol Assistant introduces the advantages of AI 1 for all examinations and anatomies, recognizing your preferred protocols for each clinical indication and suggesting the most used protocol for the clinical indication. Protocol Assistant visually indicates the quality of the match, eliminating guesswork and supporting your aim to deliver consistent quality over multiple exams.When needed, a technologist can overrule recommendations or reset learnings when new protocols are updated or preferred. You can export the Protocol Assistant database to your other Philips scanners, so there is consistency throughout the department and new scanners instantly have the same database to consult.23MR Console Pro: Your workload. Managed.The number of parallel tasks that must be performed in the control room by the technologist is staggering. Often, keeping on schedule requires finishing with post-processing one exam or preparing for the next patient while also scanning a patient. Technologists need tools that will help them to efficiently parallel task without stress, while keeping focus on the patient and achieving quality results with confidence.MR Console Pro supports patient focus while enabling parallel tasking, making work productive and satisfying. The high-definition dual monitor set-up allow the technologists to:✓ Never lose sight of your current patient, even while parallel tasking ✓ Assess the quality of the current exam real-time which may help you to detect motion artifacts without sharing a screen with other tasks ✓ Finish post-processing without delaying the next patient ✓ Perform advanced visualization to obtain more diagnostic information without toggling between screens In high volume departments as well as those that sometimes operate with a single technologist in the off-hours, the ability to parallel task provides a significant level of clinical workflow control and ensures that patient focus is always maintained.22P h i l i p s M R W o r k s p a c eConfidence for MR conditional implants The exam starts automatically when door closes.Automated post-processing Post processing with guidance and automation is fully integrated.Automated planning and scanning with AI The AI engine streamlines geometry planning and execution of complete MR exams.AI reconstruction at the source No compromise on speed and quality by using AI at the source of image reconstruction.Plan your day in advance See the entire schedule in advance and prepare exams before patient arrival.Automated patient coaching Patients get informed with automated instructions and announcements throughout the exam.Smart Workflow in the control room 25MR Smart Workflow in the control room Work smart from the start With Philips MR Workspace, you can create highly personalized exams of virtually any patient, even your most challenging ones and with MR Smart Workflow you can even work smarter from the start. Smart Workflow simplifies MR exams at every stage of the process – in the exam room and in the control room. It takes advantage of AI technology to guide and coach operators where needed and automate where possible. Smart Workflow eliminates time-consuming manual tasks, so your MR staff has the bandwidth to efficiently watch over patients of varying conditions and deliver the consistent quality care they deserve.Focus on patients, not technology Imagine automating planning of 80% of MR examinations – directly at the MR console. MR Smart Workflow with MR Workspace makes it possible. Your staff can spend less time with manual tasks and focus more on who matters most, the patients. Even inexperienced operators can scan with confidence, giving patients peace of mind that they’re in good hands – and leading to consistent quality MR results.Automated patent-centric workflow can enhance productivity, increase throughput, and improve the MR experience – for patients and staff alike 24P h i l i p s M R W o r k s p a c e。
呼叫中心管理call-center
1°Sun 1 1 1 1 1 1 1 1 2 2 4 3 3 2 3 3 1 1 1 1 1 1 1 2 39
Total
Needed:所需的 1 people less / 2 people less / 3 people less / 4/+ people less
0:00-1:00 1:00-2:00 2:00-3:00 3:00-4:00 4:00-5:00 5:00-6:00 6:00-7:00 7:00-8:00 8:00-9:00 9:00-10:00 10:00-11:00 11:00-12:00 12:00-13:00 13:00-14:00 14:00-15:00 15:00-16:00 16:00-17:00 17:00-18:00 18:00-19:00 19:00-20:00 20:00-21:00 21:00-22:00 22:00-23:00 23:00-24:00
Incoming calls forecast
来电预测
1200 1097 1091 1043 1000 899
Number of calls/电话接入量
800 696 648 600 661 597
815 679 660 657 571 554 457 488 362 396 334 293 239 215 285 283 277 286 345 528
人力资源中英文名词大全
1. 人力资源管理:(Human Resource Management ,HRM)人力资源经理:( human resource manager)高级管理人员:(executive)职业:(profession)道德标准:(ethics)操作工:(operative employees)专家:(specialist)人力资源认证协会:(the Human Resource Certification Institute,HRCI)2.外部环境:(external environment)内部环境:(internal environment)政策:(policy)企业文化:(corporate culture)目标:(mission)股东:(shareholders)非正式组织:(informal organization)跨国公司:(multinational corporation,MNC)管理多样性:(managing diversity)3.工作:(job)职位:(posting)工作分析:(job analysis)工作说明:(job description)工作规范:(job specification)工作分析计划表:(job analysis schedule,JAS)职位分析问卷调查法:(Management Position Description Questionnaire,MPDQ) 行政秘书:(executive secretary)地区服务经理助理:(assistant district service manager)4.人力资源计划:(Human Resource Planning,HRP)战略规划:(strategic planning)长期趋势:(long term trend)要求预测:(requirement forecast)供给预测:(availability forecast)管理人力储备:(management inventory)裁减:(downsizing)人力资源信息系统:(Human Resource Information System,HRIS)5.招聘:(recruitment)员工申请表:(employee requisition)招聘方法:(recruitment methods)内部提升:(Promotion From Within ,PFW)工作公告:(job posting)广告:(advertising)职业介绍所:(employment agency)特殊事件:(special events)实习:(internship)6.选择:(selection)选择率:(selection rate)简历:(resume)标准化:(standardization)有效性:(validity)客观性:(objectivity)规范:(norm)录用分数线:(cutoff score)准确度:(aiming)业务知识测试:(job knowledge tests)求职面试:(employment interview)非结构化面试:(unstructured interview)结构化面试:(structured interview)小组面试:(group interview)职业兴趣测试:(vocational interest tests)会议型面试:(board interview)7.组织变化与人力资源开发人力资源开发:(Human Resource Development,HRD) 培训:(training)开发:(development)定位:(orientation)训练:(coaching)辅导:(mentoring)经营管理策略:(business games)案例研究:(case study)会议方法:(conference method)角色扮演:(role playing)工作轮换:(job rotating)在职培训:(on-the-job training ,OJT)媒介:(media)8.企业文化与组织发展企业文化:(corporate culture)组织发展:(organization development,OD)调查反馈:(survey feedback)质量圈:(quality circles)目标管理:(management by objective,MBO)全面质量管理:(Total Quality Management,TQM)团队建设:(team building)9.职业计划与发展职业:(career)职业计划:(career planning)职业道路:(career path)职业发展:(career development)自我评价:(self-assessment)职业动机:(career anchors)10.绩效评价绩效评价:(Performance Appraisal,PA)小组评价:(group appraisal)业绩评定表:(rating scales method)关键事件法:(critical incident method)排列法:(ranking method)平行比较法:(paired comparison)硬性分布法:(forced distribution method)晕圈错误:(halo error)宽松:(leniency)严格:(strictness)3600反馈:(360-degree feedback)叙述法:(essay method)集中趋势:(central tendency)11.报酬与福利报酬:(compensation)直接经济报酬:(direct financial compensation)间接经济报酬:(indirect financial compensation)非经济报酬:(no financial compensation)公平:(equity)外部公平:(external equity)内部公平:(internal equity)员工公平:(employee equity)小组公平:(team equity)工资水平领先者:(pay leaders)现行工资率:(going rate)工资水平居后者:(pay followers)劳动力市场:(labor market)工作评价:(job evaluation)排列法:(ranking method)分类法:(classification method)因素比较法:(factor comparison method)评分法:(point method)海氏指示图表个人能力分析法:(Hay Guide Chart-profile Method)工作定价:(job pricing)工资等级:(pay grade)工资曲线:(wage curve)工资幅度:(pay range)12.福利和其它报酬问题福利(间接经济补偿)员工股权计划:(employee stock ownership plan,ESOP) 值班津贴:(shift differential)奖金:(incentive compensation)分红制:(profit sharing)13.安全与健康的工作环境安全:(safety)健康:(health)频率:(frequency rate)紧张:(stress)角色冲突:(role conflict)催眠法:(hypnosis)酗酒:(alcoholism)14.员工和劳动关系工会:(union)地方工会:(local union)行业工会:(craft union)产业工会:(industrial union)全国工会:(national union)谈判组:(bargaining union)劳资谈判:(collective bargaining)仲裁:(arbitration)罢工:(strike)内部员工关系:(internal employee relations)纪律:(discipline)纪律处分:(disciplinary action)申诉:(grievance)降职:(demotion)调动:(transfer)晋升:(promotion)AAction learning：行动学习Alternation ranking method：交替排序法Annual bonus：年终分红Application forms：工作申请表Appraisal interview：评价面试Aptitudes：资质Arbitration：仲裁Attendance incentive plan：参与式激励计划Authority：职权BBehavior modeling：行为模拟Behaviorally anchored rating scale (bars)：行为锚定等级评价法Benchmark job：基准职位Benefits：福利Bias：个人偏见Boycott：联合抵制Bumping/layoff procedures：工作替换/临时解雇程序Burnout：耗竭CCandidate-order error：候选人次序错误Capital accumulation program：资本积累方案Career anchors：职业锚Career cycle：职业周期Career planning and development：职业规划与职业发展Case study method：案例研究方法Central tendency：居中趋势Citations：传讯Civil Rights Act：民权法Classes：类Classification (or grading) method：归类（或分级）法Collective bargaining：集体谈判Comparable worth：可比价值Compensable factor：报酬因素Computerized forecast：计算机化预测Content validity：内容效度Criterion validity：效标效度Critical incident method：关键事件法DDavis-Bacon Act (DBA)：戴维斯─佩根法案Day-to-day-collective bargaining：日常集体谈判Decline stage：下降阶段Deferred profit-sharing plan：延期利润分享计划Defined benefit：固定福利Defined contribution：固定缴款Department of Labor job analysis：劳工部工作分析法Discipline：纪律Dismissal：解雇；开除Downsizing：精简EEarly retirement window：提前退休窗口Economic strike：经济罢工Edgar Schein：艾德加?施恩Employee compensation：职员报酬Employee orientation：雇员上岗引导Employee Retirement Income Security Act (ERISA) ：雇员退休收入保障法案Employee services benefits：雇员服务福利Employee stock ownership plan (ESOP) ：雇员持股计划Equal Pay Act：公平工资法Establishment stage：确立阶段Exit interviews：离职面谈Expectancy chart：期望图表Experimentation：实验Exploration stage：探索阶段FFact-finder：调查Fair day"s work：公平日工作Fair Labor Standards Act：公平劳动标准法案Flexible benefits programs：弹性福利计划Flex place：弹性工作地点Flextime：弹性工作时间Forced distribution method：强制分布法Four-day workweek：每周4天工作制Frederick Taylor：弗雷德里克?泰罗Functional control：职能控制Functional job analysis：功能性工作分析法GGeneral economic conditions：一般经济状况Golden offerings：高龄给付Good faith bargaining：真诚的谈判Grade description：等级说明书Grades：等级Graphic rating scale：图尺度评价法Grid training：方格训练Grievance：抱怨Grievance procedure：抱怨程序Group life insurance：团体人寿保险Group pension plan：团体退休金计划Growth stage：成长阶段Guarantee corporation：担保公司Guaranteed fair treatment：有保证的公平对待Guaranteed piecework plan：有保障的计件工资制Gain sharing：收益分享HHalo effect：晕轮效应Health maintenance organization (HMO) ：健康维持组织IIllegal bargaining：非法谈判项目Impasse：僵持Implied authority：隐含职权Incentive plan：激励计划Individual retirement account (IRA) ：个人退休账户In-house development center：企业内部开发中心Insubordination：不服从Insurance benefits：保险福利Interviews：谈话；面谈JJob analysis：工作分析Job description：工作描述Job evaluation：职位评价Job instruction training (JIT) ：工作指导培训Job posting：工作公告Job rotation：工作轮换Job sharing：工作分组Job specifications：工作说明书John Holland：约翰?霍兰德Junior board：初级董事会LLayoff：临时解雇Leader attach training：领导者匹配训练Lifetime employment without guarantees：无保证终身解雇Line manager：直线管理者Local market conditions：地方劳动力市场Lockout：闭厂MMaintenance stage：维持阶段Management assessment center：管理评价中心Management by objectives (MBO) ：目标管理法Management game：管理竞赛Management grid：管理方格训练Management process：管理过程Mandatory bargaining：强制谈判项目Mediation：调解Merit pay：绩效工资Merit raise：绩效加薪Mid career crisis sub stage：中期职业危机阶段NNondirective interview：非定向面试OOccupational market conditions：职业市场状况Occupational orientation：职业性向Occupational Safety and Health Act：职业安全与健康法案Occupational Safety and Health Administration (OSHA) ：职业安全与健康管理局Occupational skills：职业技能On-the-job training (OJT) ：在职培训Open-door：敞开门户Opinion survey：意见调查Organization development(OD) ：组织发展Outplacement counseling：向外安置顾问PPaired comparison method：配对比较法Panel interview：小组面试Participant diary/logs：现场工人日记/日志Pay grade：工资等级Pension benefits：退休金福利Pension plans：退休金计划People-first values："以人为本"的价值观Performance analysis：工作绩效分析Performance Appraisal interview:工作绩效评价面谈Personnel (or human resource) management：人事（或人力资源）管理Personnel replacement charts：人事调配图Piecework：计件Plant Closing law：工厂关闭法Point method/Policies：政策Position Analysis Questionnaire (PAQ) ：职位分析问卷Position replacement cards：职位调配卡Pregnancy discrimination act：怀孕歧视法案Profit-sharing plan利润分享计划Programmed learning：程序化教学QQualifications inventories：资格数据库Quality circle：质量圈RRanking method：排序法Rate ranges：工资率系列Ratio analysis：比率分析Reality shock：现实冲击Reliability：信度Retirement：退休Retirement benefits：退休福利Retirement counseling：退休前咨询Rings of defense：保护圈Role playing：角色扮演SSkip-level interview：越级谈话Social security：社会保障Speak up! ：讲出来！Special awards：特殊奖励Special management development techniques：特殊的管理开发技术Stabilization sub stage：稳定阶段Staff (service) function：职能（服务）功能Standard hour plan：标准工时工资Stock option：股票期权Straight piecework：直接计件制Strategic plan：战略规划Stress interview：压力面试Strictness/leniency：偏紧/偏松Strikes：罢工Structured interview：结构化面试Succession planning：接班计划Supplement pay benefits：补充报酬福利Supplemental unemployment benefits：补充失业福利Salary surveys：薪资调查Savings plan：储蓄计划Scallion plan：斯坎伦计划Scatter plot：散点分析Scientific management：科学管理Self directed teams：自我指导工作小组Self-actualization：自我实现Sensitivity training：敏感性训练Serialized interview：系列化面试Severance pay：离职金Sick leave：病假Situational interview：情境面试Survey feedback：调查反馈Sympathy strike：同情罢工System Ⅳ组织体系ⅣSystem I：组织体系ⅠTTask analysis：任务分析Team building：团队建设Team or group：班组Termination：解雇；终止Termination at will：随意终止Theory X：X理论Theory Y：Y理论Third-party involvement：第三方介入Training：培训Transactional analysis (TA) ：人际关系心理分析Trend analysis：趋势分析Trial sub stage：尝试阶段UUnsafe conditions：不安全环境Unclear performance standards：绩效评价标准不清Unemployment insurance：失业保险Unfair labor practice strike：不正当劳工活动罢工Unsafe acts：不安全行为VValidity：效度value-based hiring：以价值观为基础的雇佣Vroom-Yetton leadership trainman：维罗姆-耶顿领导能力训练Variable compensation：可变报酬Vestibule or simulated training：新雇员培训或模拟Vesting：特别保护权Voluntary bargaining：自愿谈判项目Voluntary pay cut：自愿减少工资方案Voluntary time off：自愿减少时间WWage carve：工资曲线Work samples：工作样本Work sampling technique：工作样本技术Work sharing：临时性工作分担Worker involvement：雇员参与计划Worker"s benefits：雇员福利（1）目标mission/ objective集体目标group objective内部环境internal environment外部环境external environment计划planning组织organizing人事staffing领导leading控制controlling步骤process原理principle方法technique经理manager总经理general manager行政人员administrator主管人员supervisor企业enterprise商业business产业industry公司company效果effectiveness效率efficiency企业家entrepreneur权利power职权authority职责responsibility科学管理scientific management现代经营管理modern operational management 行为科学behavior science生产率productivity激励motivate动机motive法律law法规regulation经济体系economic system管理职能managerial function产品product服务service利润profit满意satisfaction归属affiliation尊敬esteem自我实现self-actualization人力投入human input盈余surplus收入income成本cost资本货物capital goods机器machinery设备equipment建筑building存货inventory（2）经验法the empirical approach人际行为法the interpersonal behavior approach集体行为法the group behavior approach协作社会系统法the cooperative social systems approach 社会技术系统法the social-technical systems approach 决策理论法the decision theory approach数学法the mathematical approach系统法the systems approach随机制宜法the contingency approach管理任务法the managerial roles approach经营法the operational approach人际关系human relation心理学psychology态度attitude压力pressure冲突conflict招聘recruit鉴定appraisal选拔select培训train报酬compensation授权delegation of authority协调coordinate业绩performance考绩制度merit system表现behavior下级subordinate偏差deviation检验记录inspection record误工记录record of labor-hours lost 销售量sales volume产品质量quality of products先进技术advanced technology顾客服务customer service策略strategy结构structure(3)领先性primacy普遍性pervasiveness忧虑fear忿恨resentment士气morale解雇layoff批发wholesale零售retail程序procedure规则rule规划program预算budget共同作用synergy大型联合企业conglomerate资源resource购买acquisition增长目标growth goal专利产品proprietary product竞争对手rival晋升promotion管理决策managerial decision商业道德business ethics有竞争力的价格competitive price 供货商supplier小贩vendor利益冲突conflict of interests派生政策derivative policy开支帐户expense account批准程序approval procedure病假sick leave休假vacation工时labor-hour机时machine-hour资本支出capital outlay现金流量cash flow工资率wage rate税收率tax rate股息dividend现金状况cash position资金短缺capital shortage总预算overall budget资产负债表balance sheet可行性feasibility投入原则the commitment principle 投资回报return on investment生产能力capacity to produce实际工作者practitioner最终结果end result业绩performance个人利益personal interest福利welfare市场占有率market share创新innovation生产率productivity利润率profitability社会责任public responsibility董事会board of director组织规模size of the organization组织文化organizational culture目标管理management by objectives 评价工具appraisal tool激励方法motivational techniques控制手段control device个人价值personal worth优势strength弱点weakness机会opportunity威胁threat个人责任personal responsibility顾问counselor定量目标quantitative objective定性目标qualitative objective可考核目标verifiable objective优先priority工资表payroll（4）策略strategy政策policy灵活性discretion多种经营diversification评估assessment一致性consistency应变策略consistency strategy公共关系public relation价值value抱负aspiration偏见prejudice审查review批准approval主要决定major decision分公司总经理division general manager 资产组合距阵portfolio matrix明星star问号question mark现金牛cash cow赖狗dog采购procurement人口因素demographic factor地理因素geographic factor公司形象company image产品系列product line合资企业joint venture破产政策liquidation strategy紧缩政策retrenchment strategy战术tactics(5)追随followership个性individuality性格personality安全safety自主权latitude悲观的pessimistic静止的static乐观的optimistic动态的dynamic灵活的flexible抵制resistance敌对antagonism折中eclectic(6)激励motivation潜意识subconscious地位status情感affection欲望desire压力pressure满足satisfaction自我实现的需要needs for self-actualization 尊敬的需要esteem needs归属的需要affiliation needs安全的需要security needs生理的需要physiological needs维持maintenance保健hygiene激励因素motivator概率probability强化理论reinforcement theory反馈feedback奖金bonus股票期权stock option劳资纠纷labor dispute缺勤率absenteeism人员流动turnover奖励reward(7)特许经营franchise热诚zeal信心confidence鼓舞inspire要素ingredient忠诚loyalty奉献devotion作风style品质trait适应性adaptability进取性aggressiveness热情enthusiasm毅力persistence人际交往能力interpersonal skills行政管理能力administrative ability智力intelligence专制式领导autocratic leader民主式领导democratic leader自由放任式领导free-rein leader管理方格图the managerial grid工作效率work efficiency服从obedience领导行为leader behavior支持型领导supportive leadership参与型领导participative leadership指导型领导instrumental leadership成就取向型领导achievement-oriented leadersh。
Dick-carey教学设计模型
Dick-carey教学设计模型A systematic process of answering the questions above through identifying an instructional goal, analyzing the audience and their needs, developing instruction to meet those needs, and evaluating the instruction.Dick-carey是⼀个回答上⾯的问题，确定教学⽬标，分析观众和他们的需求，开发指令并满⾜他们的需求，并且评估⼀个系统的过程。
Stage 1. Instructional Goals* Instructional Goal: Desirable state of affairs by instruction* Needs Analysis : Analysis of a discrepancy between an instructional goal and the present state of affairs or a personal perception of needs.Stage 2. Instructional Analysis* Purpose : To determine the skills involved in reaching a goal* Task Analysis (procedural analysis) : about the product of which would be a list of steps and the skills used at each step in the procedure* Information-Processing Analysis : about the mental operations used by a person who has learned a complex skills* Learning-Task Analysis : about the objectives of instruction that involve intellectual skills Stage 3. Entry Behaviors and Learner Characteristics* Purpose : To determine which of the required enabling skills the learners bring to the learning task* Intellectual skills* Abilities such as verbal comprehension and spatial orientation* Traits of personalityStage 4. Performance Objectives* Purpose : To translate the needs and goals into specific and detailed objectives * Functions : Determining whether the instruction related to its goals.Focusing the lesson planning upon appropriate conditions of learningGuiding the development of measures of learner performanceAssisting learners in their study efforts.Stage 5. Criterion-Referenced Test Items*To diagnose an individual possessions of the necessary prerequisites for learning new skills *To check the results of student learning during the process of a lesson*To provide document of students progress for parents or administrators*Useful in evaluating the instructional system itself (Formative/ Summative evaluation)*Early determination of performance measures before development of lesson plan and instructionalmaterialsStage 6. Instructional Strategy* Purpose : To outline how instructional activities will relate to the accomplishment of the objectives *The best lesson design : Demonstrating knowledge about the learners, tasks reflected in the objectives, and effectiveness of teaching strategiese.g. Choice of delivering system.Teacher-led, Group-paced vs. Learner-centered, Learner-pacedStage 7. Instructional Meterials* Purpose : To select printed or other media intended to convey events of instruction.* Use of existing materials when it is possible* Need for development of new materials, otherwise* Role of teacher : It depends on the choice of delivery systemStage 8. Formative Evaluation* Purpose : To provide data for revising and improving instructional materials* To revise the instruction so as to make it as effective as possible for larger number of students* One on One : One evaluator sitting with one learner to interview* Small Group* Field TrialStage 9. Summative Evaluation* Purpose : To study the effectiveness of system as a whole* Conducted after the system has passed through its formative stage* Small scale/ Large Scale* Short period/ Long period这种教学设计模型共分为了九个阶段:第⼀阶段:教学⽬的。
英语作文-集成电路设计师的核心能力与技术要求
英语作文-集成电路设计师的核心能力与技术要求Integrated circuit (IC) design is a highly specialized field that requires a unique set of skills and technical knowledge. In this article, we will explore the core abilities and technical requirements of an IC designer.To excel in IC design, a solid foundation in electrical engineering is crucial. A deep understanding of circuit theory, digital and analog electronics, and semiconductor physics is essential. Additionally, proficiency in programming languages such as Verilog or VHDL is necessary for designing and simulating complex digital circuits.One of the key abilities of an IC designer is the skill to translate abstract concepts into concrete designs. They must be able to analyze system requirements and specifications, and transform them into functional circuit designs. This requires a strong analytical mindset and problem-solving skills. The ability to think critically and creatively is paramount in designing efficient and reliable ICs.Furthermore, a successful IC designer must possess a thorough knowledge of various IC design methodologies and tools. They should be familiar with industry-standard design flows and be adept at using computer-aided design (CAD) tools for circuit simulation, layout design, and verification. Proficiency in tools like Cadence or Synopsys is highly desirable.In addition to technical skills, effective communication is crucial for an IC designer. They must be able to collaborate with cross-functional teams, including system architects, layout engineers, and test engineers. Clear and concise communication ensures accurate interpretation of design requirements and facilitates efficient problem-solving.Time management is another critical aspect of IC design. Designing complex ICs involves multiple stages, from initial concept development to final tape-out. An IC designer must be able to prioritize tasks, manage timelines, and work effectively undertight deadlines. Attention to detail is essential to ensure the accuracy and reliability of the final design.Continuous learning and staying updated with the latest advancements in IC design is vital for a successful career in this field. The semiconductor industry is constantly evolving, and new technologies and design methodologies emerge regularly. An IC designer must have a passion for learning and be open to acquiring new skills and knowledge.In conclusion, becoming a proficient IC designer requires a combination of technical expertise, problem-solving abilities, effective communication skills, and a passion for continuous learning. With a solid foundation in electrical engineering, proficiency in programming languages and design tools, and the ability to translate abstract concepts into concrete designs, one can excel in the field of IC design. By staying updated with the latest advancements and continuously honing their skills, IC designers can contribute to the development of innovative and efficient integrated circuits.。
Training-导师培训 演示文稿
提问的技巧
• 鼓励提问，可巩固培训结果
• 鼓励是非常重要的，如“我很高兴你问 这样的问题，如果你不问，我也会提这 个问题。” • 安排培训让受训者觉得适合
• • • • • • • • • 未 充 分 利 用 员 工 的 素 质 和 能 力 员 工 对 工 作 要 求 的 理 解 有 误 工 作 标 准 不 正 确 或 不 明 确
• 开业之前 • 充实/扩大工作面 • 工作变化（技术或程序）
• 未来机构的变化
Who needs training 谁需要培训？
• Existing staff
• New staff • Replacements
现有员工
新员工 补充人员
QUALITIES OF A TRAINER 导师的条件
• 1.KNOWLEDGE AND TECHNICAL SKILLS 专业知识及技术 • A trainer must know his job very well before he can train others. 导师必须精通本职工作才可以培训其他 人员
Why 为什么
• • • • • • • 1. Employee cannot: 员工不能 Do anything until they know what & why to do 在不知道作什么及为什么要做之前做任何事 Perform well until they know & understand standards. 在不清楚和了解工作标准的情况下做好工作 2.A Supervisor‟s efficiency is measured by his employees ability to work efficiently and effectively. • 一个有效的主管是通过他的员工工作效率及效益来衡量的
系统分析员(System Analyst)培训资料
Philosophies Structured Techniques
Present problems in a simplified fashion Rigorous, methodical approach Step-wise refinement (functional decomposition) Hierarchical ordering
Login/Logout Request Order Information
Cash in/out Information Request for Day-end Job
Cashier
Payment Information
Payment Confirmation
Point of Sale System
System Analyst Training
SDLC Introduction
Project Initiation Phase
Post Implementation Phase System Implementation Phase
Requirements & Alternatives Analysis Phase
Payment
Report
Request for Report
Transaction
Request for Day-end Job
3 Day-end
Supervisor
Day-end Job Completion Signal
User
1 Log
Login/Logout Request
Cashier
4
System Design Phase
System Development Phase
在职位分析的流程实训中遇到的问题
在职位分析的流程实训中遇到的问题英文回答：Job Analysis: Process and Implementation.Job analysis is a systematic process of collecting and analyzing information about a specific job to identify its essential functions, responsibilities, and qualifications. It is a critical component of human resource management, as it provides the foundation for various HR practices, including recruitment, selection, training, and performance management.The process of job analysis typically involves several steps:1. Identify the Purpose: Clearly define the reason for conducting the job analysis, whether it is for recruitment, performance evaluation, or compensation planning.2. Collect Job Information: Gather data about the job through various methods, such as interviews with job incumbents, observations, and document reviews.3. Analyze the Data: Review and interpret the collected data to identify key job components, including tasks, responsibilities, skills, knowledge, and abilities.4. Develop Job Description and Job Specification: Create a written document that outlines the job's duties, responsibilities, and qualifications.5. Validate the Job Analysis: Ensure the accuracy and reliability of the job analysis by conducting a thorough review process.Challenges in Job Analysis.Despite its importance, job analysis can present several challenges:Time-Consuming: Conducting a thorough job analysis canbe a time-intensive process, especially for complex or newly created roles.Bias: Subjective biases can influence the data collection and analysis process, leading to inaccurate job descriptions.Changing Nature of Work: The dynamic nature of work in many industries makes it challenging to keep job analyses up-to-date.Employee Resistance: Some employees may be hesitant to participate in job analysis, fearing potential negative consequences.中文回答：职位分析，流程和实施。
what is job safety analysis -回复
what is job safety analysis -回复什么是工作安全分析(Job Safety Analysis)?工作安全分析(Job Safety Analysis)，也被称为任务安全分析(Task Safety Analysis)或职业危害分析(Occupational Hazard Analysis)，是一种用于评估工作活动中潜在风险并提供控制措施的系统方法。
这种方法旨在识别和消除工作中的危险，以确保员工的安全和健康。
工作安全分析是由美国国家劳动安全和卫生研究所（National Institute for Occupational Safety and Health）在20世纪70年代发展起来的。
它是一种结构化的过程，用于检查工作活动中的每个步骤并确定潜在的危险。
通过在每个步骤中识别可能存在的危险，工作安全分析帮助组织制定预防措施以保护员工免受伤害。
工作安全分析包括以下步骤：1. 选择任务：首先，选择需要进行工作安全分析的任务。
通常，选择那些危险性较高或以前发生过事故的任务。
2. 识别任务步骤：对所选任务进行详细的任务分解，将任务划分为一系列步骤。
每个步骤应具体明确，以确保完全、准确地识别可能存在的危险。
3. 识别危险：对每个步骤进行仔细检查，识别可能存在的危险和风险因素。
这些危险可以是与物理环境相关的，如移动机械、潜在的化学物质暴露或高温等，也可以是与操作方式、工具或设备有关的，如错误操作、设备故障或过度劳累等。
4. 评估风险：对每个识别出的危险进行评估，确定其潜在严重性和可能性。
通过将危险程度与可能性相结合，可以对风险进行客观评估，以确定是否需要采取进一步的措施来减少风险。
5. 制定控制措施：针对识别的危险和评估的风险，制定相应的控制措施。
这些措施可以是工艺上的改进，例如更换危险物质或更换设备；也可以是操作上的改进，如增加培训、引入安全操作程序或提供必要的个人防护装备等。
6. 书面记录：将工作安全分析的结果记录下来，并确保它对所有参与工作的人员都是可访问的。
大学英语三级A级阅读理解-试卷9_真题无答案
大学英语三级A级（阅读理解）-试卷9(总分50, 做题时间90分钟)3. Reading ComprehensionPart III Reading Comprehension (40 minutes)Directions: This part is to test your reading ability. There are 5 tasks for you tofulfill. You should read the reading materials carefully and do the tasks as you are instructed.Task 1Directions: After reading the following passage, you will find 5 questions or unfinished statements, numbered 36 through 40. For each question or statement there are 4 choices marked A, B, C, and D. You should make the correct choice．In many countries in the process of industrialization, overcrowded cities present a major problem. Poor conditions in these cities, such as lack of housing, inadequate sanitation (卫生) and lack of employment, bring about an increase in poverty, disease and crime. The over-population of towns is mainly caused by the drift of large numbers of people from the rural areas. These people have become dissatisfied with the traditional life of farming, and **e to the towns hoping for better work and pay. One possible solution to the problem would be to impose registration on town residents. Only officially registered residents would be allowed to live in the towns and the urban population would thus be limited. In practice, however, registration would be very difficult to enforce (推行); it would cause a great deal of resentment (不满), which would ultimately lead to violence. The only long-term solution is to make life in the rural areas more attractive, which would encourage people to stay there. This could be achieved by providing encouragement for people to go and work in the villages. Facilities in the rural areas, such as transport, health and education services should be improved. Education should include training in improved methods of farming and other rural industries, so as to develop a more positive attitude towards rural life. The improvement of life in the villages is very important, because the towns themselves cannot be developed without the simultaneous or previous development of the rural area.SSS_SINGLE_SEL1.What does the word "urban" (Line 2, Para. 3) mean?A Of the city.B Out of work.C In a bad condition.D Of enormous size.SSS_SINGLE_SEL2.Large numbers of farmers have poured into towns because ______.A they can hardly support their families on farmsB they are unhappy with their life in the countryC the rural areas are too crowded with peopleD they hope to have their own businessSSS_SINGLE_SEL3.In the author's view, solving the cities' problem of overcrowding by strict registrations is ______.A practicalB possibleC not realisticD not sufficientSSS_SINGLE_SEL4.According to the writer, the problem with crowded cities will be solved if______.A traditional methods of farming are well keptB conditions in rural areas are much improvedC the government can provide more jobsD violence could be controlled in citiesSSS_SINGLE_SEL5.Which factor is most important for people to be attracted to live in the country?A Their expectation.B Their interests.C Their income.D Their attitude.Task 2Directions：This task is the same as Task 1．The 5 questionsor unfinished statements are numbered 41 through 45．It is so easy to earn rewards! A wide range of partners wherever you go!To make traveling even easier, Air France offers you Frequency Plus (常旅客里程奖励计划) through an extensive network of our partners. Together, they give you endless opportunities to earn Miles and a wide choice of Rewards, from airline tickets, hotel room-nights, car rentals and more. Partners in China If you are a Frequency Plus member registered in China, you have even more choiceswith rewards from our local partners. For more information, please contact your local Air France office. First rewards start as low as 20,000 Miles! Your Temporary Card Start earning the Miles that will make you get your first Reward, now. a) Show your Temporary Card and simply give your Card number when making a reservation and at check-in for your flight. In this way, you will begin to earn Miles even before receiving your Permanent Card. b) Fill in and return your personal membership (会员) application today. Your application must be received within 3 weeks of your first flight Remember, you will enjoy an extra 3,000 Bonus Miles (额外奖励里程)for your first trip with Air France within 6 months of joining. Fly today and earn Rewards sooner!SSS_SINGLE_SEL6.Air France carries out its Frequency Plus ______.A through its reduced ticket pricesB through its extensive network of partnersC by providing convenient flight schedulesD by offering excellent services on boardSSS_SINGLE_SEL7.In order to get the first reward, passengers must fly at least______.A for 6 monthsB 20,000 milesC 3,000 bonus MilesD once in three weeksSSS_SINGLE_SEL8.Passengers can begin to earn Miles ______.A if they reserve tickets at a hotelB if they buy tickets at the airportC before receiving the Permanent CardD after receiving the Permanent CardSSS_SINGLE_SEL9.Passengers should send their application to Air France ______.A upon receiving the application formB within 3 weeks of their first flightC before their first flight with Air FranceD within 6 months of joining the programSSS_SINGLE_SEL10.The extra bonus Miles for a passenger's first trip with Air France within 6 months of joining is______.A 2,000 milesB 3,000 milesC 20,000 milesD 30,000 milesTask 3Directions：The following is a passage．After reading it，you are required to complete the blanks below it(No．46 through No．50)．You should write your answers briefly in no more than three words．INFORMATION SECURITY SPECIALISTNOTE: Please submit your resume directly through this website, as well as emailing your resume as an attachment to us at XX. JOB DESCRIPTION: Establishes and satisfies highly challenging **plex information system security (ISS) requirements based upon the analysis of user, operational, policy, regulatory, and resource demands. Supports the development, implementation, and operation of ISS-enabling technologies, processes, and procedures into client systems and networks. Also requires an expert understanding of security policy advocated by the U.S. Government including Department of Defense and other agencies, e.g., Treasury, as well as commercial best security practices. EDUCATION: Bachelor's degree in Computer Science or related fields. REQUIRED SKILLS: ISS Policy, Procedures, and Planning, RACF, LAN, LIFE CYCLE, Network Security, Office Automation Tools. LOCATION: New Carrollton, Maryland or Falls Church, Virginia CONTACT US AT: XX U.S. Citizenship or U.S. Permanent Resident status required for employment. A job advertisementPosition offered:【R1】______Responsibilities: to establish and satisfy【R2】______requirementsQualifications: 1.【R3】______degree2. required skills Citizenship required: US Citizenship or【R4】______Way of contact: by【R5】______SSS_FILL11.【R1】SSS_FILL12.SSS_FILL13.【R3】SSS_FILL14.【R4】SSS_FILL15.【R5】Task 4Directions：The following is a passage．After reading it,you are required to find the items equivalent to those given in Chinese in the table below．Then you should put the corresponding letters in the brackets，numbered 51 through 55．A—collective action I—psychological **petitor analysis J—performance-related payC—corporate restructuring K—pay secrecyD—gain sharing L—cross trainingE—employee involvement M—**panyF—hostile takeover N—corporate cultureG—human resource management O—board of directorsH—joint venture P—background checkingExample：(N)企业文化 (H)合资企业SSS_FILL16.( )跨部门培训 ( )集体行动SSS_FILL17.( )员工参与 ( )董事会SSS_FILL18.( )业绩工资 ( )对手分析SSS_FILL( )控股公司 ( )赢利分享SSS_FILL20.( )人力资源管理 ( )公司重组Task 5Directions：The following is a passage．After reading it，you should give brief answers to the 5 questions(No．56 throughNo．60)that follow．The answers(in no more than 3 words)should be written after the corresponding numbers．When you buy life insurance, you want a policy that fits your needs at a reasonable cost. Your first step is to determine how much life insurance you need. Next, you need to decide how much money you can afford to pay. Finally, you must choose the type of policy that meets your coverage (保险类型) goals and fits into your financial plan. Once you **pleted these steps, you will be able to move ahead and contact several life **panies through an agent who will shop for the right type of policy for you. There are many reasons for purchasing life insurance, among which are the following: Insurance to provide family protection and financial security to surviving family members upon the death of the insured person. Insurance to cover a particular need upon the insured's death such as paying off a mortgage or other debts.SSS_FILL21.What should you take into consideration when choosing a life insurance policy? Both your needs and the ______.SSS_FILL22.What's the relationship between the type of policy and your financial plan? The type of policy should meet your______.SSS_FILL23.Who can help you buy the right type of policy from an **pany? ______.SSS_FILLWho will benefit from the life insurance upon the death of the insured person? Surviving______.SSS_FILL25.What is the second goal for buying life insurance? To pay off a mortgage or______ after death.1。
从事分析工作英语作文
从事分析工作英语作文As an analyst, my job is to gather, interpret, and analyze data to provide insights and recommendations for decision-making. This involves a range of tasks, from collecting data through surveys or other research methods, to manipulating and organizing that data in spreadsheets or databases, to using statistical models and other tools to identify patterns and trends.One of the key skills required for this job is the ability to think critically and logically. It's important to be able to identify the most relevant data and to analyze it in a way that is objective and unbiased. This requires a solid understanding of statistics and other analytical methods, as well as an ability to communicate findings clearly and effectively to others.Another important aspect of this job is the ability to work collaboratively with others. This may involve working with colleagues in other departments, as well as withexternal partners such as vendors or clients. Effective communication skills are therefore essential, as is the ability to build relationships and work effectively as part of a team.In addition to these technical and interpersonal skills, there are also a number of personal qualities that are important for success as an analyst. These include a strong work ethic, a willingness to learn and adapt to new technologies and methodologies, and a commitment toaccuracy and attention to detail.Overall, working as an analyst can be a challenging and rewarding career path. It requires a unique combination of technical skills, analytical thinking, and interpersonal abilities, all of which are essential for success in this field. Whether working in the private sector or in government, there are many opportunities for those with a passion for data analysis and a desire to make a difference in the world.。
Training-needs-analysis
measure the training programs success
III. Develop
Develop – the activities, documents and resources for the course
› List activities › Select the delivery methods, › Review existing material › Develop the instructional courseware › Synthesize the courseware into a viable learning program, › Pre and post course questionnaires, assignment sheets,
› Determine business outcome or the linkage › Analyze system (department, job, etc.), › Compile a task inventory › Select tasks that people need to learn › Build performance measures for the task › Choose instructional setting for the tasks to be learned › Estimate cost and compare to benefits gained
招聘：工作分析与岗位评价
调查阶段
分析阶段
完成阶段
数据来源
员工 上司
顾客
专家 小组 ……
常见问题
重“硬”工作，轻软工作
重“份内”工作，轻协调合作
重“硬”技能，轻软技能
创造性沟通 人际技能 团队精神与合作能力 顾客至上 情绪稳定
工作分析因素对比
传统因素
劳动分工，清楚 区分一般工作与 管理工作 静态的工作 同事间互动最小 化 对上级负责
各种工作分析方法的优缺点
观察法
能较多、较深刻地了解工作 要求 不适用于高层领导、研究工作、 耗时长或技术复杂的工作、不确 定性工作 面谈对象可能持怀疑、保留态度； 对提问要求高；易失真 对问卷设计要求高；可能产生理 解上的不一致
面谈法
效率较高
问卷调 查法
费用低；速度快，调查面广； 可在业余进行；易于量化； 可对调查结果进行多方式、 多用途的分析 短期内可掌握的工作
D7
D6 D5 D4 C10 C9 C8 C7 C6 C5 C4 C3 C2 C1 D3 D2 D1 E6 E5 E4 E3 E2 E1
13
12 11 10 9 8 7 6 5 4 3 2 1 A
B9
B8 B7 B6 B5 B4 B3 B2 B1
B
C
D
E
职系
职组1
职组2
工作分析的目的
促使工作的名称与含义在整个组织中表示特定而一致的意义，实现工 作用语的标准化。 确定工作要求，以建立适当的指导与培训内容。 确定员工录用与上岗的最低条件。 为确定组织的人力资源需求、制定人力资源计划提供依据。 确定工作之间的相互关系，以利于合理的晋升、调动与指派。 获得有关工作与环境的实际情况，利于发现导致员工不满、工作效率 下降的原因。 为制定考核程序及方法提供依据，以利于管理人员执行监督职能及员 工进行自我控制。 辨明影响安全的主要因素，以及时采取有效措施，将危险降至最低。 为改进工作方法积累必要的资料，为组织的变革提供依据。
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Task Analysis
Breaking a complex behavior into its component parts
Develop sequence of steps
Determine terminal behavior/skill Develop a detailed description of each
Develop your own Task Analysis
“Can I have an Altoid?”
Chaining
The instructional procedure of reinforcing individual responses for occurring in sequence to form a complex behavior
component behavior
• List in order • Must perform task to make list
Assess student’s entry behavior
Task Analysis
Prepare Kool-Aid
Get spoon Get Kool-Aid Get pitcher Get cup Put 2 scoops in pitcher Take pitcher to sink Fill pitcher to line Stir Kool-Aid Put spoon in sink
Task Analysis Data Sheet
(Insert task analysis data sheet here)
Prescribe training step Prescribe prompting level Determine trial type
Task Analysis Flow ChaData Sheet
(Insert task analysis data sheet here)
Determine chaining procedure Establish initial cue to start chain List special instructions Fill in criteria
(insert task analysis flow chart here)
Behavior Chains (Stimulus-Response Chains)
A sequence of related behaviors, each of which provides the cue for the next, and the last of which produces a reinforcer Each step in a chain results in a change in the environment This change is a conditioned reinforcer for the behavior that preceded it This also becomes a discriminative stimulus for the next step in the chain
Prompting Hierarchies
Most to least
Manual guidance Light Physical
Development of Behavioral Chain
Antecedent (Sd)
“Make KoolAid” Spoon in hand Kool Aid in hand Pitcher on table Dry mix in pitcher Water and mix in pitcher
Forward Chaining
A chaining procedure that begins with the first element in the chain and progresses to the last element
Backward Chaining
A chaining procedure that begins with the last element in the chain and progresses to the first element
Behavior (Response)
Get spoon Get Kool-Aid Get pitcher Put 2 scoops in
pitcher Put in water Stir Kool-Aid
Consequence (Conditional Response)
Spoon on table Kool-Aid on table Pitcher on table Kool-Aid in pitcher Water and mix in pitcher Kool-Aid ready
Prompting
Prompt
An antecedent that induces a person to perform a behavior that otherwise does not occur
Fading
Gradually reducing the strength of a prompt
Brushing Teeth
Pick up toothpaste Unscrew cap Pick up toothbrush Squeeze paste on brush Place toothbrush bristles
on teeth Makes brushing motions