training course for mainland staff
岭南师范(湛师)中英文介绍
一、位置优：地处中国大陆最南端的沿海开放城市—广东省湛江市，面向东南亚，海陆空交通便利，区位优势突出。
湛江市属于热带亚热带气候，2011年空气质量全国第二、全国唯一的海鲜美食之都。
1. Excellent Location:Zhanjiang is one of the open coastal cities which ZNU is located in, lying at the most southern point of Chinese Mainland and facing Southeast Asia. It has an advantageous location with convenient sea, land and air transportation. It enjoys a tropical and subtropical climate, with the air quality ranking the second among Chinese cities in 2011. It is the best city in China to enjoy seafood cuisine.（图片：中国地图中标出湛江市，湛江市风景图含海湾大桥、湖光岩、海鲜美食）二、历史长：湛江师范学院是一所以教师教育见长的综合性省属本科院校。
学校前身追溯到1636年的雷阳书院，1904年始设师范科教育，至今已衍继百年师范教育历史，1991年升格更名为湛江师范学院。
在长期办学中沉淀了“守道重醇儒经师人师文运宏开钦北斗，立名尊先哲言教身教士风不变式南邦”的“师范本色，大学气度”的文化气象。
(历史沿革图，百年师范庆典的大场面图)2. Long History:ZNU is a provincial comprehensive normal university which is dedicated to teacher education. The history of ZNU can be traced back to the Leiyang Academy, which was founded in 1636. ZNU has devoted its energy to teacher education since 1904. In 1991, ZNU gained its present name. During the long-term practice, ZNU has cultivated the cultural atmosphere with the characteristics of teacher education and the manner of university bearing.三、规模大：形成了师范教育(学前教育、基础教育、职业教育、特殊教育),非师范教育,留学生教育，职前培养与职后培训一体化的“大师范”办学格局。
ASC精品酒业公司简介
ASC精品酒业扎根中国，ASC致力于提供高品质多选择的进口葡萄酒。
被葡萄酒评论界的传奇人物罗伯特•帕克先生誉为“中国精品葡萄酒进口行业的翘楚”的ASC精品酒业在过去的十几年中始终高瞻远瞩，处于中国葡萄酒经销业的尖端，源于ASC一直以来优秀的产品质量，多年的业务经验，广泛全面的产品种类，员工们无与伦比的送货服务，以及顾客至上的企业宗旨。
公司发展在上世纪90年代中期，来自美国的圣皮尔父子坚信中国进口葡萄酒业将会蓬勃发展。
中国经济对外开放，消费者收入迅速增长，而中国国内的葡萄酒产量十分有限。
事实证明圣皮尔家族的确高瞻远瞩：ASC的业务自1996年创建以来，有了突飞猛进的发展。
认知到资金的注入对于ASC能否在增长快速的中国葡萄酒市场保持领先地位的必要性，圣皮尔父子在1998年邀请施华洛士奇水晶王国的吉诺•朗格思先生为公司进行投资。
2009年底，亚洲饮料领军企业之一的三得利国际集团旗下的日本三得利酒类株式会社，在获得中国反垄断局批准后，收购奥地利Swarovski先生所控股的Wine Holding有限公司在ASC的所有股份，成为ASC精品酒业的控股股东。
ASC精品酒业高级管理层的职能和职权将保持不变，继续致力于精品葡萄酒在大中华地区(中国大陆、香港、澳门地区)进口与分销业务的发展。
2003年，ASC精品酒业扩大了业务范围，成为奥地利Riedel酒具在华独家代理。
Riedel公司是世界知名的优质葡萄酒酒杯及酒具生产商。
2007年，ASC引进了来自挪威的优质饮用水VOSS。
2009年，ASC成为意大利的圣培露(S. Pellegrino)天然有气矿泉水及果汁饮料和普娜（Acqua Panna）矿泉水在中国的独家代理商。
经验ASC开创初年，进口葡萄酒仅在为数不多的五星级酒店销售，而现在，公司已成为中国葡萄酒经销商的领导者。
ASC目睹了公司乃至整个葡萄酒业的发展历程。
由于投资人从创立到十几年后的今天都亲自坐镇中国，并直接参与管理，ASC公司充分了解了中国复杂多元的商业环境，并具备了强大而无往不利的业务能力。
湖南高等职业院校学生专业技术考核题库
湖南省高等职业院校学生专业技术考核题库商务英语专业大体技术：模块一：国际商务信息检索试题编号：J1-25项目名称：关键词检索，商务信息甄别模块二：商务应用文写作试题编号：J2-25项目名称：商务应用文写作一、任务描述（一）注意事项一、所有考试项目均为机上操作；二、开考后，考生必需打开所抽取题号对应的文件夹，并将文件夹中的答卷重命名为“原文件名+工位号”；3、考试期间若是碰到问题请及时找监考教师，不得擅自改换电脑；4、考试进程中和考试终止后，考生不得随意关闭电脑或重启电脑，不然造成数据丢失由考生本人负责。
（二）考试要求模块一：国际商务信息检索1.关键词检索：阅读并明白得所给信息；检索并挑选有效信息；补充完善信息要点。
2.商务信息甄别：阅读并明白得所给题干；甄别正确信息。
模块二：商务应用文写作1.商务应用文写作：阅读并明白得所给信息，把握商务应用文写作大体魄式、文体特点，信息点完整，语言通顺，语法准确。
(三) 抽考试题Section I国际商务信息检索(20%)Directions:Read the following brief introduction to Dynamic FireworksCorporation from the official website of the company.A Brief Introduction to Dynamic Fireworks CorporationDynamic Fireworks Corporation provides professional pyrotechnic（烟火）and special effect services for any type of event, large or small.We offer a wide range of options to make sure your specific needs are met.The services we provide include indoor pyrotechnics, proximity effects,outdoor aerial firework displays, confetti & streamers, flame effects,custom ground display pieces, and computer controlled pyromusicaldisplays. We are also able to create individual effects in fire writing(using pyrotechnics or fire rope) to portray a message or companylogo—the possibilities are endless. Each display is bespoke and designedto customer requirements. Our creativity and experience also allow us tomodify each show to suit the location and the celebration. Your fireworkshow will be unique and breathtaking.We purchase fireworks from around the world, buying only the best. Manyof our professional fireworks are manufactured exclusively for us,ensuring top quality pyrotechnics and absolute quality control. For yourpeace of mind, we have full public liability insurance up to ten millionpounds sterling and our own fully licensed and insured firework storagefacilities. Dynamic Fireworks Corporation technicians are all qualifiedto Level 1 and Level 2 of the British Pyrotechnics Association’s FireworkTraining Scheme and we are members of the British Fireworks Associationand the CBI Explosives Industry Group.To buy fireworks on-line is easy from Dynamic Fireworks Corporation.Use our website to explore our fireworks for sale with our extensive catalogue of top quality, hand-picked fireworks. Many products have online videos available so you can see what they do, perfect for choosing fireworks suitable for your display. When you have finalized your shopping trolley, use our fast-track checkout to place your order. We accept all major credit cards and debit cards and can deliver anywhere in mainland .. You are of course welcome to come to our fireworks shop and order over the counter. We keep good stocks of our range at our showroom and are open all year round.All the fireworks we offer for sale comply with British standard BS7114: Part 2:1988. Our continued membership with the British Pyrotechnists Association, British Fireworks Association and the CBI Explosives Industry Group is your guarantee of our intent to supply the safest and best products at real value for money prices.If you need any help or advice, our staff are only a telephone call or email away. Please feel free to contact us with any queries or questions you may have. We also have a firework safety page if you need help using your fireworks and run an annual safety course for those staging bigger events.We can deliver anywhere in mainland .. Unfortunately we are not able to deliver to any addresses off the mainland including the Isle of Wight, Shetland etc. We cannot ship fireworks outside of the mainland and do not deliver to Northern Island or overseas addresses including Europe or the Because fireworks are classed as explosives, we have to use a specialist courier to deliver your order. This can be expensive, so we have a flat charge of £20 per firework order. Please note that this is a contribution towards the high costs of packing and shipping your order, we subsidies the rest.The courier requires a delivery address where someone will be availableto sign for your order Monday—Friday 9am—6pm. For this reason westrongly recommend you use a work address or similar because faileddelivery attempts may be charged for. You will be asked for your delivery address when you checkout your order. Fireworks cannot be left withouta signature and cannot be sold to anyone under age of 18.When you place your order you will have the opportunity to tell us whenyour display is and when you require your fireworks. We may deliver yourorder at any time up to your required date. For Guy Fawkes orders, deliveries usually commence in October. Our courier is not able to offera particular day for delivery or a timed slot (am/pm). If you have anyspecial requirements or have any other requests such as express delivery,you should telephone us and discuss this directly.Task 1: Search for useful information in the passage and complete the summary below. Fill in each blank with NO MORE THAN THREE WORDS. (10%)Task 2: Read the passage and decide whether the following statements aretrue or false. (True=T, False=F) (10%)11. Dynamic Fireworks Corporation provides different kinds of lightindustrial products including pyrotechnic, fireworks and tools. ( )12. Dynamic Fireworks Corporation is able to create special effects infire writing to portray the company logo. ( )13. Dynamic Fireworks Corporation has fixed product-designs on ourwebsite, the customers just choose what they prefer in differentcategories. ( )14. Dynamic Fireworks Corporation is one of the members of the BritishFireworks Association and the CBI Explosives Industry Group ( )15. Dynamic Fireworks Corporation is an international corporation whichcan sell products all over the world. ( )Section II商务应用文写作(20%)Directions: Write a Job Vacancy according to the following information.Dynamic 烟花公司（Dynamic Fireworks Corporate）成立于1994年，总部位于英国。
饭店员工培训计划英文对话
饭店员工培训计划英文对话Trainer: Good morning everyone, I’m glad to see you all here today. As you know, our restaurant takes great pride in providing exceptional service to our customers. In order to maintain high standards, it is important for us as a team to continuously improve our skills and knowledge. That’s why we have put together a comprehensive training program for all restaurant staff. Today, I’ll be going over the schedule and content of the program, and also answer any questions you may have.The training program is designed to cover a wide range of topics, including customer service, food safety, menu knowledge, and communication skills. The program will consist of both theoretical and practical components, and will be delivered through a combination of workshops, role plays, and real-life scenarios.Now, let’s go through the schedule for the training program. The program will be spread out over the course of one week, with each day focusing on a specific aspect of restaurant operations. The first day will be dedicated to customer service, where we will discuss the importance of making a positive impression on customers and how to handle difficult situations. The second day will cover food safety and hygiene, including proper food handling and storage procedures. On the third day, we will delve into menu knowledge, where we will learn about each dish in detail, including preparation methods and ingredients. The fourth day will be focused on communication skills, with an emphasis on effective communication with both customers and colleagues. And finally, the fifth day will be dedicated to putting all the knowledge and skills into practice through role plays and real-life scenarios.In addition to the daily sessions, there will also be a written assessment at the end of the program to ensure that everyone has understood and retained the information. Furthermore, there will be ongoing support and feedback available to all staff following the completion of the program.Now, I’d like to open the floor for any questions you may have about the training program. Staff Member 1: Will there be any hands-on training in the kitchen?Trainer: Yes, there will be hands-on training in the kitchen, particularly on the third and fifth days of the program. This will give you the opportunity to familiarize yourself with the dishes on the menu and understand the preparation methods.Staff Member 2: Will there be any training on handling difficult customers?Trainer: Absolutely, on the first day of the program, we will discuss strategies for dealing with difficult situations, including handling complaints and managing customer expectations.Staff Member 3: Will the training program be in English only?Trainer: The training program will be conducted in English, but we will ensure that everyone understands the content. If you have any concerns about language barriers, please don’t hesitate to let us know, and we will do our best to accommodate your needs.Staff Member 4: How will the assessment be conducted?Trainer: The assessment will be a written test that will cover the content of the training program. More details about the assessment will be provided closer to the end of the program.Now, if there are no further questions, we will commence with the first day of the training program. I encourage all of you to actively participate and take advantage of this valuable opportunity to improve your skills and knowledge. Thank you, and let’s get started!。
希尔顿集团培训师培训课程(全套英文)
希尔顿集团培训师培训课程（全套英文）Train the TrainerSkills TrainingFACILITATOR'S GUIDEForwardHilton International's success as the number one hotel brand name derives from the outstanding quality we offer our customers.This quality is consistent worldwide. Ensuring this quality dependson the training available for all staff, and the skills of every trainer.Train the Trainer - Skills Training is a training programme designedfor new skills trainers. Training is a learned skill, one of those which learners must practice in order to develop. Consequently, this programmeis structured so that, as participants learn each topic, they build towards a skill training session. At the end of the programmeparticipants then deliver this session before the rest of the group.Participating is these sessions, together with observing others' sessions and both giving and receiving feedback is integral to the development of each new skills trainer.It is part of Hilton International's commitment to developing allits employees."The single most important element affecting the learning environment isyou, the trainer. Specifically, what is important is what you do, how whatyou do is perceived by the students and how these perceptions impact thestudent's behaviours and learning process."Stephanie BurnsArtistry in Training 1996, Hilton International 20001ContentsHow this pack is designed Page 3Aims and Objectives Page 4Programme Sessions Page 5Organising Skills Training the Hilton International Way Page 7Stages of Train the Trainer - Skills Training Page 11 Preparation Page 11Promoting the programme Page 11Preparing the administration details Page 14Preparing yourself Page 15 Implementing the Programme Page 16Opening and closing each session Page 16Training methods Page 16The facilitator's role Page 17Evaluating the Programme Page 19Measuring reaction and understanding Page 19Measuring change Page 19Measuring tangible business outcomes Page 21 Appendices 1-9 Page 22-34Certificate Page 35Handouts 1 - Page 36 -2How this pack is designedThis facilitator's guide contains:, Appendices, containing the welcome letter, pre-programme work and evaluation forms., Handout master sheets for each of the six sessions, Overhead masters for you to copy on to transparency sheets , The facilitator's notes, session by sessionIn the facilitator's notes these abbreviations appear:, A suggested question to ask the groupBullets The expected or possible answers in response. , Overhead transparency plus its title.Write on a flipchart. ,Handout Handout: each one is numbered.Bold Typeface Emphasize this pointExercise ExerciseExpected time required in minutes ,Summary Summarise3Aims & ObjectivesThe programme will enable pa rticipants to…, Understand how people learn, Analyse tasks in order to plan effective training, Design and carry out effective skills training to meet specified needs , Coach trainees on the job to ensure they are working to the required standard , Check the effectiveness of the training they provide , Follow-up their training with progress meetings4Programme StructureThe programme consists of six sessions, divided into one full dayand two half days of training runover a three week period. A seventh, practical session will take place with individual trainees, wheneach one performs their first 'live' training session. , Welcome letter and pre-programme assignment , Day One/Week One Learning and TrainingBeginning and Task AnalysisThe Breakdown Section, Preparation and planning for first practice session , Day Two/Week Two Practice session 1Checking Training, Preparation and planning for second practice session , DayThree/Week Three Practice session 2Training back at work, Follow-up session First real skills training session2 hours 1. Learning and TrainingIntroductionsThe role of the skills trainerHow people learnPlanning TrainingChoosing a training topic2 hours 2. Beginning and Task AnalysisInteresting the learnerTask analysis52 hours 3. The Breakdown45 minsDesigning questionsDefining ConsolidationDeveloping feedback skills3 hours 4. Practise Session 1 and Checking Training 20 minsPractise session 1Checking trainingPost-work exercise3 hours 5. Practise Session 210 minsRunning a complete skills training sessionPeer and facilitator review2 hours 6. Back at WorkCoaching and corrective trainingFollowing up training at workProgramme review7. Follow-up SessionThe first real skills training sessionFeedback and support from facilitatorStrengths and development needs identified6Organising Skills TrainingTHE HILTON INTERNATIONAL WAYCriteria for Selecting Skills TrainersTo be considered as a possible skills trainer, an individual's position must be stable. He or she must also have:, Excellent technical knowledge of their job, for example a very competent waiter or receptionist;they don't have to be a supervisor., Clear and concise communication skills, Fluency in the language spoken, A positive attitude, commitment and enthusiasm, Good interpersonal skills, Patience and confidence, The respect of other staff members.They must also have completed this Hilton International Train the Trainer - Skills Training Programme.Future PotentialIn the future we would expect a skills trainer to be an ideal condidate for the post of departmental trainer. The next stage of their development would be to get involved in off-the-job training with groups of 6-8 people.How skills trainers are selectedThe Department Head in liaison with the training department should select individuals. Once selected, they should have an interview withthe training department, to be fully briefed on their role and tasks.Role and Responsibilities of the Skills TrainerSkills trainers assist with training of new employees and retraining of existing employees. The position is concerned with the developmentand maintenance of job skills necessary for meeting performance standards.The departmental trainer coordinates the skills trainers and makes sure they are carrying out skills training as required.7Each skills trainer reports functionally to the departmental trainer. If a departmental trainer is not inplace, then the skills trainer should report functionally to the training department. Overall scope of the skills trainer's job The skills trainer's responsibilities include:, Assisting with departmental induction of new employees, Assisting with conducting on-the-job skills training, Ensuring that skills lists and relevant records are completed for any training they undertake , Assisting with setting and monitoring departmental standards, Assisting with the updating of Standard Operating Procedures manuals, Informing the department trainer and department head of any training needs they identify An Ideal Organisation Chart The figure below shows the ideal structure for ensuring that skills training will be effective within a department. The example taken is a restaurant.Restaurant ManagerTraining Manager Assistant Restaurant Manager(Department Trainer)Supervisor Supervisor(Skills Trainer)NOTE: Waiters (Skills Trainer)The number of skills trainers required will depend on:, The size of the department, Employee turnover, Operational difficulties, Level of skill of department employees8Organising Skills TrainingIt is not the purpose of this section to focus on the organisation of all department training, not merely skills training. Department training meetings are included to show how the skills trainers fit into the overall picture.Trainer's meetingsThe training manager should hold monthly meetings with alldepartment trainers, who in turn should cascade the agenda with amonthly meeting for their own skills trainers. If such regular meetings are not realistic, adapt them, involving skills trainers, as you prefer.The objectives of these meetings are to:, Monitor the level of training activity, including skills and offthe job training. , To guide the department trainers in such areas as identifying real training needs and compilingdepartmental training plans., To communicate the overall hotel training activities., To develop department trainers in their role. This may include,for example: showing differentways of compiling a departmental training needs analysis, or developing their group trainingtechniques., To discuss new initiatives.Development of their training skills is a priority for all trainers. To achieve this, the training manager should quality control training by regularly sitting in on the training events and giving the trainersclear feedback and support.Skills trainers meetingsDepartmental trainers should in turn brief their skills trainers ona regular basis. The objectives of these meetings are:, To monitor the level of skills training in the department, To ensure all training records are up to date, To brief skills trainers on areas covered at department trainer meetings, To discuss any new initiativesDepartment trainers should quality control skills training by regularly assessing each skill trainer's training and providing feedback on strengths and development needs.9Standard Operating Procedures ManualsEach department should have a S.O.P. manual in which all tasks are broken down and standards are clearly stated, possibly with the help of photos or diagrams. It should be updated regularly. The manual should be referred to at all times when training staff, and they should be encouraged to use it for themselves.A skills checklist lists all the skills necessary to complete a specific job. Once trained, the trainee and skills trainer sign off a particular skill.Once the trainee is competently carrying out the task in the workplace, the skills trainer will sign off for a second time.If the individual is not performing to standard, the skills trainer will coach them. They should only sign off when satisfied that the trainee is completing the task to the required standard. It is for this very reason that it's important to have standards written down.10PreparationPromoting the ProgrammeTrain the Trainer - Skills Training requires each participant to be away from their department for one full day and two half days over three weeks. This will require their supervisor or manager to organise other employees to cover the participant's workload, in addition to the cost of attending the programme.For this reason, you need to become a 'salesperson', your'customers' being the management team. You must persuade them to invest time and money in employees, so promoting the programme is your first objective.Programme promotion is in two stages:, Promotion, Presentation1. PromotionThis step involves gaining the management team's interest in the programme and you should be as creative as you wish. For example, you might consider designing flyers or distributing advertisement teasers before making your presentation.If you know that managers are already aware of the need for systematic training of skills trainers, or that they are aware of a broader need, such as to ensure quality standards, exploit this in yourpromotion. However if you know that training has a low profile, youmight benefit by first gaining the commitment of your General Managerand then visiting your internal customers to gain an insight into their training needs and priorities.2. PresentationPrepare thoroughly for the presentation to the management team because you need their full support for the training to be successful.It's useful to describe the programme in terms of its:, Features, Advantages, BenefitsTo be successful, you must work out the precise details for yourself; here are some guidelines on the features, advantages and benefits tohelp you.11Features, Describe the programme, explaining its content, structure and objectives., Distribute a copy of the programme schedule, Explain the selection criteriaAdvantages of the programme, Train the Trainer - Skills Training is highly participative and practical., It sets a high standard of skills trainer training, It includes a follow-up session in which each participant is observed and critiqued whileconducting their first live training session. This is to ensure each skills trainer achieves therequired standard in skills training.Benefits, Any department will benefit from the improved skills training available to all employees. , Each participant will have a personal action plan adapted to their own needs and the needs ofyour department., Increased motivation of participants, Better quality standards within the department, Reduction in customer (internal & external) complaints, Higher standards will move the business forward, The training has been fully evaluated and produces tangible results.Note: In the administration section of this facilitator's guide is an explanation of the evaluation forms. It is important to ensure these evaluations are completed and filed. This information will provide you with powerful case studies to support your list of benefits and advantages. After this, be prepared to answer objections or barriers.Below are five barriers that managers often give to training. Each one contains a way you might respond to the barrier to help break itdown. Be aware of barriers you might expect within your hotel. Barrier: "Two days of training is too much."Response: "Yes, it does sound a lot, but it is spread over three weeks and it is a smallproportion of each person's working year. In return you'll benefit from bettertrained employees and higher standards."12Barrier: "Training doesn't work because nothing changes afterwards."Response: "If the training is effective, then a major reason why it doesn't work is thatchange is not expected when the participant returns to work. This programme isdesigned to both support the participant in getting started with the real training,and to ensure you are involved with their development. Your support andguidance will ensure better skills training occurs from the start."Barrier: "I've no time to get involved with training."Response: "Sorry, but you are responsible for your employees development. We only ask asmall investment of your time: to select candidates and guide themin the primaryskills training needs within your department."Barrier: "Can't you make the programme shorter?"Response: "No. To become effective skills trainers, each person needs to practice, reviewtheir performance and practice again. They cannot learn everything and applytheir learning in a shorter time."Barrier: "I'd like to have more skills trainers but we're too busy to allow more than oneperson off the job at a time."Response: "No problem. The programme is for only six people at a time, but we will offerit regularly, so you could send one person on each programme. Remember that,the quicker sufficient candidates are trained, the sooner you will see the benefitsin improved skills standards."Close the PresentationThis is like closing any sale:Summarise important points that managers have raisedSummarise the main benefitsClarify when the first programme will be held, and how regularly the programme may be repeated. Issue notification forms.13Preparing the administration detailsCompleting the administration of this programme is essential. Youwill need to: , Select participants, Schedule each session, Inform the participants, Issue the pre/post programme assignment, Plan for a number of general matters1. Selecting participantsThe programme is designed to accommodate six participants.Candidates could be any employees with the right attitude to become a skills trainer. They need technically sound skills, attention todetail and a good personality: one with enthusiasm and patience. They may hold a supervisory position. They should have been in their current position long enough to be thoroughly familiar with the appropriate standards and procedures.2. Scheduling the sessionsPlan the programme to run at a time that best suits the needs of the hotel. It must be run as one full day and two half days spread over three weeks. It is important to follow the sequence of sessions to allow participants to build their skills in a logical order.3. Informing participantsAt least one month in advance, send each participant:, A welcome letter with all the necessary information about the programme (Appendix 3) , The programme schedule (Appendix 1) , The pre-programme work (Appendix 2), A list of other participantsThe month gap between invitation and programme allows line managersto plan for their absence and for you to answer any questions or doubts.4. Other things to do in advance, Draw up an attendance log (Appendix 4), Book the training or conference room, Book a syndicate room14, Order tea/coffee and refreshments, Order equipment if necessary. The flipchart and overhead projector are all that the programmerequires, though you may need equipment and/or other resources for your demonstrations. , 4 or 5 days before the programme, check that participants are still able to attend. , Photocopy and hole-punch handouts, Prepare name cards, participants' files, paper and pencilsBefore each session, checkThe main room: is it spotless? Are there enough chairs arranged asyou want them? Is there enough light, a waste-paper bin, spare pens, pencils, and sharpeners?Flipchart: are there sufficient marker pens and flipchart paper? Isit the correct height and position? Do you need more than one flipchart?Overhead projector: is it free from dust, focused and in goodworking order? Will all participants see it?Handouts: are they the correct ones for that session? Are there sufficient copies of each one? Is the quality good enough to read easily?Transparencies: are these the correct ones for the session, in the correct order?The syndicate room: are there enough chairs, flipchart paper, marker pens?The 'Don't forget to check' sheet is in the front of thefacilitator's guide for each session. Preparing Yourself, To estimate how long you should spend preparing yourself to lead a session for the first time,double the training time. This means that, for the whole programmeyou'll need four day'spreparation., Consider using your own examples of standards and skills withinthe programme. For example,in the first session you'll need to demonstrate a short skillstraining session. Do not demonstratea task at which you are not fully competent yourself. Either choosean alternative task at whichyou are competent, or ask a training colleague to perform the taskfor you. (Appendix 5) , Anticipate questions, reactions or areas, which your participants may find difficult. , Strengthen your knowledge and therefore your confidence by advance pre-reading of all the materials.15Implementing the ProgrammeOpening and closing each sessionIn the facilitator's notes, you will notice that each session begins and ends in a standardised format. This is important to ensurecontinuity in all sessions.OpeningEach session should begin by reviewing the key learning points ofthe previous session(s). This acts as an essential recap and refresher.The session's opening sets the scene for what is to follow. This involves:Interest: Catching the attention and interest of the participants by using a creative opening. Need: Specifying how this session will benefit them personally.Title: Clarifying the title or name of the session.Range: This includes describing the general range of topics and the training method,using the first overhead transparency as a guide and to prepare participants forwhat follows. On the transparency there is an illustration of a coffee cup andclock to remind you to inform them of timings and breaks.Objective: Use the first transparency to explain what participants will be able to do by theend of the session.Remember: since you will be training participants in subjects like these, they will see your performance as a model to follow.ClosingUse the consolidation questions at the end of each session to help learners reflect on and digest what they have learned.Also ensure that you provide a link between what has been learned and what is to follow in the remaining sessions, and that participants have the opportunity to ask questions and comment on what they are learning.Training methodsMethods include demonstrations, games and exercises, and role-play or practice sessions. Every game and activity has a serious learning point; please make sure that learners know what it is.16Much of the facilitator's script consists of a dialogue between facilitator and participants, in the formof short talks peppered with questions. The questions help:, Encourage participants to think things out for themselves., Give participants the opportunity to display their understanding and knowledge. , Provide the facilitator with feedback on how well they understand the topic. , Maintain interest and help participants to concentrate., The facilitator to give positive feedback and reinforcement, so increasing learning. The facilitator's roleAs your title suggests, your objective should be to act as'facilitator' in order to create an environmentconducive to learning. Remember, the facilitator does not create learning; you create the conditionsfor learning. In general, as a facilitator you will be mindful ofthe following considerations: , Find time for individuals, coach and counsel if necessary, Be active, energetic and enthusiastic, Create a good team spirit, Be imaginative and creative in training style, Adapt a light-hearted approach, but know where 'fun' ends and'serious' begins , Do not tolerate unprofessional standards of behaviour, e.g. absence or lateness , Be tuned into the 'real' world, includingday-to-day needs and hotel pressures , Be assertive when required, Be trustworthy and honest with feedback, Be organised and well-researched for each session, Relate theory to practice, give good examples to make the subject easier The ultimate objective of the programme is to bring about a positive change in behaviour. The adultlearner generally experiences four levels of learning before this occurs: Awareness… the participant is introduced to the learning situation.Understanding… the participant puts the information into context.S kill… the participant tests how the information can be used.Attitude… the participant decides to do things differently and is motivated to adoptnew skills17The facilitator plays a major role in the first three levels, but the only person to achieve number four (becoming an effective skills trainer) is the participant.Whether or not this change in behaviour occurs depends on the environment to which the participant returns after the programme. This is the reason why the manager's role is so important, and why each participant's first real skills training session will be supported by the facilitator.18Evaluating the ProgrammeEvaluation can be defined as an objective, measurable assessment of the costs and benefits of a training experience. It is the third andlast stage of 'Train the Trainer - Skills Training'. It involves: , Measuring participant's reaction and knowledge at the end of the programme., Measuring change at the follow-up session., Measuring tangible business outcomes.Without evaluation it is impossible to assess the true value of any training experience. Measuring reaction and understanding Reaction is the easiest part of the post-programme evaluation to measure. It simply involves getting participants' feedback on what they found useful, interesting, liked, disliked, and so on. Reaction is important because it affects motivation levels - an essential prerequisite to change in behaviour. It also affects the reputation of the programme, important for future promotions and 'sales' presentations to 'internal' customers.You can evaluate reaction by asking the group for their opinions verbally or by distributing a programme reaction questionnaire during the last group session (see appendix 6). Based on the suggestions that participants make, consider any appropriate action, which could improve the programme in the future.To measure knowledge and understanding, you can issue a quiz or questionnaire to measure howmuch information participants have retained. This, of course, is only a first check, because measuring the change in behaviour is the more significant outcome, but participants who cannot recall the key learning points cannot transfer them to their skills training at work.Measuring changeFor skills trainer training, change can generally be regarded as new competence. For this reason there is no pre- and post- measurement of change. You have a choice of three approaches to measuring the competence of the skills trainer.The three resources available to measure change or competence are:1. Participants are required to complete a two-stage evaluation of their own development by: , Commencing and maintaining an action learning journal., Co-ordinating with the departmental trainer to schedule a training session once every 3 monthsfor critique, for a period of 9 months post training.19Action Learning JournalMaintain an action learning journal (ALJ). The ALJ is for recording learning experiences and relating those experiences in a structured way to the concepts covered in skills training. Use an exercise book or thetemplate provided to make entries (participants may have an ALJ from previous supervisory training and a template is included as appendix 9). The ALJ forms the basis for assessment of participants completing the programme and it provides a structure which participants can use for tracking their learning journal.Journal entries should be made after each training session.The skills trainer will be required to:a) Reflect on what occurred in the skills training session, focusing on what went well and whatcould be improved.b) Contemplate what was learned in the Train the Trainer - Skills Training programme and howthose principles could be applied more effectively next time.c) Implement an initiative or change in the next skills training session.d) Report on the outcome of the application in the skills training session.The skills trainers journal should be submitted for assessment tothe Departmental Trainer after each of the first three skills training sessions run by the skills trainer.CritiqueThe purpose of critique is to:, Raise awareness, Give the audience/trainee's perspective。
职业计划培训英语怎么说
职业计划培训英语怎么说IntroductionAs a professional, it is important to continuously develop and improve our skills and knowledge in order to advance our careers and stay competitive in the workforce. That's why having a well-rounded and thought out professional development plan is crucial for anyone looking to grow and excel in their chosen field.In this professional development plan, I will outline my career goals and objectives, as well as the steps I plan to take to achieve them. I will also identify the skills and knowledge I need to develop, and the training and resources I will utilize to do so. This plan will guide my professional growth and help me stay focused and motivated as I work towards my career aspirations.Career Goals and ObjectivesMy ultimate career goal is to become a respected and influential leader in my field, where I can make a positive impact and contribute to the growth and success of the organization I work for. To achieve this, I have identified several objectives that will help me work towards my long-term goal:1. Obtain a leadership role within the next 5 years2. Develop strong communication and interpersonal skills3. Gain expertise in project management and strategic planning4. Stay up-to-date with industry trends and best practicesSkills and Knowledge DevelopmentIn order to achieve my career objectives, there are several key skills and areas of knowledge that I need to develop. These include:1. Leadership skills: I need to improve my ability to lead and motivate teams, make strategic decisions, and effectively manage people and resources.2. Communication skills: I want to enhance my written and verbal communication skills, as well as my ability to present and articulate ideas and information.3. Project management: I need to learn how to effectively plan, execute, and oversee projects, as well as manage budgets and resources.4. Industry knowledge: It is important to stay informed about industry trends, best practices, and new technologies in order to remain competitive and relevant in my field. Training and ResourcesTo develop the skills and knowledge I need, I plan to utilize a variety of training and resources, including:1. Professional development courses: I will enroll in leadership, communication, and project management courses to enhance my skills in these areas.2. Workshops and seminars: I will attend industry conferences, workshops, and seminars to stay informed about the latest trends and best practices in my field.3. Mentorship: I will seek out experienced professionals in my field to provide guidance, advice, and support as I work towards my career goals.4. Networking: I will actively network with other professionals in my industry to build relationships, learn from others, and stay connected to opportunities for growth and advancement.Action PlanTo ensure that I stay on track and make progress towards my career goals, I have developed an action plan with specific steps and deadlines.1. Identify and prioritize training needs: By the end of this month, I will identify the specific skills and knowledge I need to develop, and prioritize them based on their importance and relevance to my career goals.2. Create a development plan: Within the next two months, I will create a detailed plan outlining the specific training courses, workshops, and resources I will utilize to develop my skills and knowledge.3. Enroll in courses and workshops: By the end of the year, I will enroll in at least three professional development courses and attend at least two industry workshops or seminars.4. Seek out mentorship: Within the next six months, I will identify and reach out to potential mentors in my field, and arrange regular meetings to seek guidance and support.5. Network and build relationships: Ongoing, I will actively network with other professionals in my industry, join industry groups and associations, and attend networking events to build relationships and learn from others.Evaluation and ReflectionFinally, I will regularly evaluate my progress and reflect on my professional development plan to ensure that I am staying on track and making progress towards my career goals. I will set regular checkpoints to assess my development, and make adjustments to my plan as needed to ensure I am staying focused and motivated.ConclusionIn conclusion, having a well-thought out and comprehensive professional development plan is crucial for anyone looking to advance their career and stay competitive in their field. By identifying career goals and objectives, recognizing skills and knowledge needs, and utilizing training and resources, professionals can create a roadmap for their growth and success. With an action plan and ongoing evaluation, individuals can stay on track and make progress towards their career aspirations.。
培训服务员英语作文
培训服务员英语作文Title: Training for Waitstaff in English。
In today's globalized world, proficiency in English has become increasingly important, especially in the service industry where communication with customers from diverse backgrounds is a daily occurrence. Therefore, providing training for waitstaff in English is not just beneficial but essential for ensuring smooth operations and excellent customer service. In this essay, we will explore the significance of English training for waitstaff and outline effective strategies for implementing such training programs.First and foremost, English proficiency among waitstaff enhances customer satisfaction. When waitstaff can effectively communicate with customers in English, they can understand their needs, preferences, and special requests more accurately. This leads to improved customer service experiences, as customers feel valued and understood.Additionally, clear communication in English helps to prevent misunderstandings and errors in orders, reducing instances of dissatisfaction and complaints.Moreover, English training for waitstaff contributes to the overall professionalism of the establishment. Restaurants, hotels, and other hospitality businesses that prioritize English language skills demonstrate a commitment to excellence and a willingness to adapt to the needs of an increasingly diverse clientele. Well-trained waitstaff who are proficient in English are better equipped to handle challenging situations, such as addressing customer concerns or resolving conflicts, with confidence and poise.Furthermore, English proficiency opens up opportunities for career advancement for waitstaff. In today's competitive job market, individuals with strong English skills are often viewed as more valuable assets by employers. Waitstaff who can communicate proficiently in English may have access to higher-paying positions, such as lead servers or restaurant managers. Additionally, English proficiency may also enable waitstaff to pursueinternational job opportunities in countries where English is widely spoken, further expanding their career prospects.Now, let's discuss effective strategies for implementing English training programs for waitstaff. 。
职场英语考试课程(新)
英语交流和解决问题的能力 • 希望帮助学生为500强以及其它大型跨国企业面试与工作
提前演练，全球认可的证书是出国留学和进入外企的“通 行证” • 希望学生工作后能成功申请企业外语津贴或得到晋级 • 希望给志趣相投的同学提供交流、切磋的平台
Pre-course discussion
考试内容完全来源于真实的职业和生活场景
托业考试的考核要素
英语输入能力 Input
英语输出能力 Output
听力 Listening
口语 Speaking
阅读 Reading
写作 Writing
听力&阅读
口语&写作
听力考试（45分钟） 阅读考试（75分钟）
题型
题量 题型
题量
照片 叙述
应答
10题 30题
peers
美国教育考试服务中心
ETS, Educational Testing Service
全球最大、非盈利教育考试评测机构
1947成立，60多年历史 全球180+国家，9000+考试中心 每年举办5000万人次参加的考试
2000余名研究学者，研发全球知名测评： TOEFL/TOEIC/GRE/SAT, etc.
BEC（Business English Certificate剑桥商务英语证书考试）：英国剑 桥大学ESOL考试中心推出、教育部引进并推荐的考试
IELTS（International English Language Testing System雅思）雅思分留学类
和工作移民类考试，也是英国剑桥大学ESOL考试中心推出、目前国内最 大的去英国及英联邦国家的留学类语言考试
staff training 口语模板
staff training 口语模板A：Oh Gush! The first day of my career is over. I can not breathe now after dealing with so many documents. But I heard the notice that our company will hold two-week staff training.天啊!我职业生涯中的第一天终于结束了。
整理完那么多的文件，我都快不能呼吸了。
但是我听说我们公司还要举行为期两周的员工培训。
B：Stop fussing! It is said that the training is important for our newcomers. And my company also informs me to attend the training next week.别大惊小怪。
我觉得培训对我们新员工来说至关重要。
我们公司也通知我下周去接受员工培训。
A：But for me, the training is waste of my precious time.但对于我来说，培训就是在浪费宝贵时间。
B：I disagree with you. Companies usually make a workable and reasonable plan for the rain, so as to improve new comers' understanding of the company and its rules in short time. Through the training, we get to know many things, such as the corporate culture and spirit. Our newcomers can really grasp the essence of the company我不赞同你的说法。
员工培训时间地点英语作文
员工培训时间地点英语作文英文：As an HR manager, I have been responsible fororganizing and coordinating employee training sessions for our company. When it comes to the time and location ofthese training sessions, there are a few factors that Itake into consideration.First and foremost, I always try to schedule thetraining sessions at a time that is convenient for the majority of our employees. This usually means avoidingearly mornings or late evenings, as these times tend to be less popular among the staff. Instead, I aim for mid-morning or mid-afternoon sessions, when people aregenerally more alert and focused.In terms of location, I prefer to hold the training sessions on-site, at our company headquarters. This notonly saves on costs associated with renting external venues,but it also allows our employees to feel more comfortable and familiar in their own work environment. However, there are times when off-site training may be necessary, such as when we need specialized equipment or facilities that we don't have on-site.In these cases, I always make sure to choose a location that is easily accessible for all employees, whether by public transportation or by car. I also take into account factors such as parking availability and nearby amenities, to ensure that the training experience is as smooth and hassle-free as possible for everyone involved.Overall, my goal is to create a training environment that is both practical and comfortable for our employees, allowing them to fully engage with the material being presented.中文：作为人力资源经理，我一直负责组织和协调公司员工的培训课程。
员工培训时间地点英语作文
员工培训时间地点英语作文英文：As a training coordinator, I often have to organize and plan employee training sessions. When it comes to deciding the time and location for these training sessions, there are several factors that I need to take into consideration.First of all, I need to consider the availability of the employees. It's important to choose a time that is convenient for the majority of the staff. For example, if I schedule a training session during the lunch hour, it might not be the best time as many employees may have personal commitments or prefer to take a break during that time.Secondly, I also need to think about the location of the training. It's ideal to choose a venue that is easily accessible for all employees. For instance, if the majority of the staff work in a specific office location, it would make sense to hold the training session there rather thanat a different site that requires a long commute.In addition, I also need to consider the nature of the training. For certain types of training, it might be more effective to hold the sessions off-site, such as in a conference center or hotel. This can create a more focused and immersive learning environment for the employees.Furthermore, I need to take into account any budget constraints. Sometimes, holding training sessions at an external venue can be more costly, so I need to weigh the benefits of the location against the associated costs.In conclusion, when planning employee training sessions, I need to carefully consider the time and location in order to ensure that the training is effective and convenient for the employees.中文：作为培训协调员，我经常需要组织和计划员工培训课程。
职业培训英文短语
职业培训英文短语As the job market becomes increasingly competitive, more and more people are turning to professional training as a way to enhance their skills and stand out to potential employers. Whether you're looking to develop new skills or improve upon existing ones, professional training can provide you with the tools you need to succeed in your chosen career.There are many different types of professional training programs available, ranging from short workshops and seminars to longer-term courses and certification programs. Some of the most popular types of training include:1. Technical training: This type of training focuses on developing specific technical skills, such as programming, data analysis, or website design. Technical training programs are often offered by software companies, universities, and vocational schools.2. Leadership training: Leadership training programs are designed to help individuals develop the skills necessary to lead teams and manage projects effectively. Theseprograms may cover topics such as communication, motivation, and conflict resolution.3. Soft skills training: Soft skills refer to personal attributes that are highly valued by employers, such as teamwork, problem-solving, and communication skills. Soft skills training programs can help individuals develop these skills and become more effective in the workplace.4. Industry-specific training: Many industries require specialized knowledge and skills. Industry-specifictraining programs are designed to provide individuals with the knowledge and skills they need to succeed in their chosen industry.No matter what type of training you choose, there are several benefits to investing in professional development:1. Improved job performance: Professional training can help you develop new skills and improve upon existing ones, allowing you to perform your job more effectively.2. Increased earning potential: Individuals who have completed professional training programs may be moreattractive to potential employers and may be able to command higher salaries.3. Career advancement: Developing new skills and knowledge can help you move up the career ladder and takeon more challenging roles within your organization.4. Personal growth: Professional training can help you develop personally as well as professionally, building confidence and self-esteem.If you're considering professional training, there are several factors to consider when choosing a program:1. Cost: Professional training programs can be expensive, so it's important to consider your budget when choosing a program.2. Time commitment: Some training programs require a significant time commitment, so it's important to make sure you have the time available to complete the program.3. Reputation: Consider the reputation of the training program and the qualifications of the instructors.4. Flexibility: Look for programs that offer flexible scheduling and online options, if necessary.Overall, professional training can be an excellent investment in your career. By developing new skills and knowledge, you can become a more effective and valuable employee, and increase your earning potential and career opportunities.。
职前培训计划英文
职前培训计划英文1. IntroductionThe pre-job training plan is designed to provide comprehensive training to new employees before they start their actual job responsibilities. The training program aims to equip new hires with the necessary knowledge, skills, and tools to excel in their roles and contribute to the success of the organization.2. ObjectivesThe objectives of the pre-job training plan are as follows:- To provide new employees with an understanding of the organization's culture, values, and goals.- To familiarize new hires with the company's policies, procedures, and best practices.- To develop the necessary technical and functional skills required for the job.- To ensure new employees are aware of their role and responsibilities within the organization.- To facilitate the integration of new hires into the company and build strong relationships with colleagues.3. Training ContentThe pre-job training plan includes the following training content:3.1 Orientation Training- Company Overview: An introduction to the organization's history, vision, mission, and values.- Organizational Structure: An overview of the company's departments, teams, and reporting structure.- Employee Handbook: Review of company policies, code of conduct, and other important guidelines.3.2 Functional Training- Job Role and Responsibilities: Detailed explanation of the new employee's job duties, responsibilities, and performance expectations.- Technical Skills: Training on specific tools, software, and systems required for the job.- Process Training: Understanding the workflow, procedures, and best practices related to the new employee's role.3.3 Soft Skills Training- Communication Skills: Training on effective verbal and written communication, active listening, and interpersonal skills.- Time Management: Techniques for prioritizing tasks, managing workload, and meeting deadlines.- Teamwork: Understanding the importance of collaboration, teamwork, and building positive working relationships.3.4 Compliance Training- Health and Safety: Training on workplace safety, emergency procedures, and pertinent regulations.- Data Security: Awareness on data protection, confidentiality, and handling sensitive information.4. Training MethodsThe pre-job training plan utilizes a variety of training methods to cater to different learning styles and preferences, including:4.1 Classroom Training- Instructor-led sessions on company policies, job responsibilities, and other theoretical concepts.- Hands-on training on technical skills, software applications, and systems.4.2 E-Learning- Online courses and modules for self-paced learning on specific job-related topics.- Webinars and virtual training sessions on soft skills and compliance topics.4.3 On-the-Job Training- Job shadowing and mentoring by experienced colleagues to provide practical insights into the role.- Real-life scenario simulations to practice decision-making and problem-solving skills. 4.4 Case Studies and Group Discussions- Analysis of real-life business scenarios and case studies to apply theoretical knowledge in practical situations.- Group discussions and interactive sessions to encourage sharing of experiences and best practices.5. Training ScheduleThe pre-job training plan includes a structured training schedule to ensure that new employees receive timely and comprehensive training. The training program is divided into the following phases:5.1 Orientation Week- Day 1: Welcome and Induction- Day 2: Company Overview and Values- Day 3: Organizational Structure and Employee Handbook- Day 4: Job Role and Responsibilities- Day 5: Technical Skills and Process Training5.2 Functional Training- Week 2: In-depth technical training on specific tools and systems- Weeks 3-4: Job shadowing and on-the-job training with a mentor- Week 5: Evaluation and feedback on progress5.3 Soft Skills and Compliance Training- Week 6: Communication Skills and Time Management- Week 7: Health and Safety and Data Security- Week 8: Case Studies and Group Discussions6. Training EvaluationThe effectiveness of the pre-job training plan is evaluated through various methods to ensure that new employees have acquired the necessary knowledge and skills. Evaluation methods include:6.1 Assessments and Tests- Objective assessments to measure the understanding of company policies, job responsibilities, and technical skills.- Online quizzes and tests to assess comprehension of compliance topics and soft skills.6.2 Feedback and Surveys- Regular feedback sessions with trainers and mentors to gauge the progress and address any concerns.- Surveys and questionnaires to gather feedback from new employees on the training program's effectiveness and relevance.6.3 Performance Reviews- Ongoing performance reviews to monitor the application of acquired knowledge and skills in the workplace.- Identification of areas for improvement and additional training needs.7. ConclusionThe pre-job training plan is an essential component of the onboarding process, and it plays a crucial role in the successful integration of new employees into the organization. By providing comprehensive training on company policies, job responsibilities, technical skills, soft skills, and compliance topics, the training program ensures that new hires are well-prepared to excel in their roles and contribute effectively to the company's success. The structured training schedule and evaluation methods further enable the organization to monitor the progress of new employees and address any training needs effectively. Overall, the pre-job training plan serves as a foundation for building a skilled, motivated, and engaged workforce.。
可以参加培训吗英文作文
可以参加培训吗英文作文英文：Can I attend the training? Of course! Training is a great way to learn new skills and improve existing ones. Whether you are a beginner or an expert, attending training sessions can help you stay up-to-date with the latest trends and technologies in your field.Attending training sessions can also help you network with other professionals in your industry. You can learn from their experiences and gain valuable insights into how they have overcome similar challenges.Moreover, training sessions provide a great opportunity to ask questions and clarify any doubts you may have. You can interact with the trainer and other participants, and benefit from their feedback and suggestions.So, if you are interested in attending trainingsessions, go ahead and register for one today. You won't regret it!中文：可以参加培训吗？当然可以！培训是学习新技能和提高现有技能的好方法。
员工入职培训讲义 英文版
basic wage
performance wage bonus allowance benefit insurance other subsidies
Indirect form
Non-monetary: praise ,honor , recognition
三、Compensation Design
• This scheme adopts the qualitative and quantitative methods, and use a fair, just, reasonable way to assess the performance of the liaison office work and performance salary, to promote competition and incentive advanced.
二、Principles of Compensation Design
• • • • 1. Compensation system design goalsห้องสมุดไป่ตู้2. Principles 3. Compensation Design Principles 4.The composition of compensation
traveler?李玉红20080606b074?姜方方20080606b075?朱彩云20080606b076?盘千荣20080606b078?卫康20080606b045?李亚鸿20080606b046?刘欢20080606b049?严鹏飞20080606b048?陈许文20080606b012directory一companyprofile二principlesofcompensationdesign三compensationdesign一companyprofiletravelerasetoftourismcateringhotelinoneofthetravelservicecompanywasfoundedin2001
参加国家培训计划的英语
参加国家培训计划的英语IntroductionThe National Training Plan is a comprehensive program designed to develop and enhance the skills and knowledge of individuals in various fields. This plan is essential for the growth and development of the country as it aims to create a skilled and highly competent workforce. The program covers a wide range of topics and courses, catering to the needs of different industries and sectors.ObjectiveThe main objective of the National Training Plan is to bridge the skills gap and ensure that the workforce is equipped with the necessary skills and knowledge to meet the demands of the ever-changing global market. The program aims to provide individuals with the opportunity to upgrade their skills, learn new techniques, and improve their overall performance.Key components of the National Training Plan:1. Industry-specific training programs2. Soft skills development3. Leadership and management courses4. Certification and accreditation programs5. Apprenticeship and on-the-job training6. Mentorship and coaching programs7. Entrepreneurship and business management coursesBenefits of the National Training PlanThere are numerous benefits associated with the National Training Plan, both at the individual and national level. Some of the key benefits include:1. Improved employability: Individuals who undergo training under this program are more likely to be employed and have better career prospects.2. Increased productivity: Training and development programs are known to enhance the productivity of the workforce, leading to improved performance and efficiency.3. Enhanced competitiveness: By equipping the workforce with the latest skills and knowledge, the country becomes more competitive in the global market.4. Economic growth: A skilled workforce is crucial for the growth and development of the economy, and the National Training Plan plays a key role in achieving this. Implementation of the National Training PlanThe implementation of the National Training Plan involves collaboration between the government, private sector, and educational institutions. The government plays a crucial role in funding and coordinating the program, while the private sector and educational institutions contribute by offering training facilities and expertise.The program is typically rolled out through a series of training modules, workshops, and seminars, which are facilitated by experts in the respective fields. The training modules are designed to be interactive and practical, allowing participants to apply their learning in real-life scenarios.Challenges and RoadblocksWhile the National Training Plan has numerous benefits, there are also several challenges and roadblocks that need to be addressed. Some of the key challenges include:1. Funding: Adequate funding is crucial for the success of the program, and securing the necessary resources can be a significant challenge.2. Access to training facilities: In some cases, individuals may not have access to training facilities or may face logistical challenges in attending training programs.3. Outdated curriculum: The program needs to ensure that the training content is relevant and up-to-date to meet the needs of the evolving market.4. Limited participation: Encouraging individuals to participate in the program can be challenging, especially in remote or underprivileged areas.Future OutlookAs the global economy continues to evolve, the need for a skilled and competent workforce becomes increasingly important. The National Training Plan will play a critical role in ensuring that the workforce is equipped with the necessary skills and knowledge to meet the demands of the future.Moving forward, it is essential to continue to update and refine the program to ensure that it remains relevant and effective. Collaboration between the government, private sector, and educational institutions will be crucial in achieving this.ConclusionThe National Training Plan is a critical program that aims to develop and enhance the skills of the workforce. With its comprehensive training modules and industry-specific courses, the program has the potential to make a significant impact on the economy and thecountry's overall development. By addressing the challenges and refining the program, the National Training Plan has the potential to create a skilled and competent workforce that can meet the demands of the global market.。
普华永道企业文化
How We Develop Our PeopleGuidance right from the startAt PricewaterhouseCoopers, we believe in developing our people and shaping their career by offering them the best training, opportunities for specialisation, overseas assignments and above all, leveraging the knowledge and experience of our people around the world.Learning for you begins with a structured and comprehensive induction course, which allows you to settle in and meet your new colleagues. It is also the first part of a development framework that will help you build technical, business, personal and management skills throughout your career.Exams assistance schemeY ou will soon need to start thinking about your professional qualifications. We will provide you with all the support we can - providing extensive examination assistance. However, ultimately it is of course up to you to pass the examinations and to put aside sufficient amount of time and effort to do that. In terms of our examination assistance, we will help you with conversion programme for non-Accounting graduates, mock up examinations, advisory service, revision seminars and tutorial sessions to monitor your progress. We also offer study leave and examination leave.On-the-job learningAt PricewaterhouseCoopers, you will never stop learning. In today's dynamic business environment, on-the-job training forms a vital part of your learning process. Y ou will find yourself developing skills and acquiring knowledge, whether it is from the project you are working on or the people you are working with. In addition, we continue to support and develop your expertise through various self-learning programmes and other educational courses. There will always be something new to learn.Global opportunitiesWe also offer a Global Deployment Programme. We have one of the largest Global Mobility programme in our profession and we send our high performers to gain overseas experience early in their careers. Each year, we send a number of staff on assignments, which last from three months to two years, to our offices overseas, including Australia, Canada, Ireland, Japan, Luxembourg, the Netherlands, New Zealand, Singapore, Sweden, the UK, and the US.Providing you with feedbackRegular performance reviews will help you identify your strengths as well as areas to improve. With a counsellor, you will be able to discuss your career goals and in return, we will inform youon our expectations of you. Y ou will agree your personal objectives before each assignment begins so that results can be discussed afterwards.Our HeritagePricewaterhouseCoopers was created in 1998 by the merger of two firms - Price Waterhouse and Coopers & Lybrand - each with historical roots going back some 150 years. In 2002 we were joined by the former Andersen practice in mainland China and Hong Kong to create the pre-eminent professional services firm.Our Size and Market ShareWe are the world's largest accounting firm with more than 130,000 people in 148 countries. In China, we have more than 7,000 staff with over 280 partners in 12 cities: Beijing, Chongqing, Dalian, Guangzhou, Hong Kong, Macau, Qingdao, Shanghai, Shenzhen, Suzhou, Tianjin and Xi'an.We provide services to 83% of the Fortune Global 500 companies.Our MissionWe play a critical role in modern society, seeking to build trust and enhance value for our clients and their stakeholders.We hold ourselves to the highest standards of professional excellence, quality and integrity.How We Look After Our PeopleWe not only look after your career development. At PricewaterhouseCoopers, we believe in "work and life" balance, and we offer our staff various ways to develop themselves personally as well as professionally. We even have a dedicated programme for this, called "We Care".Over the past year, we have undertaken a number of initiatives for our staff to show our appreciation, including:Free movie tickets;Discount tickets to concerts and musicals;Y oga and Tai Chi classes in various mainland China and Hong Kong offices;Numerous sports and fun days such as our popular "PwC China Cup";PwC Family Day in mainland China;Stress management seminar;Health talks (low back pain, proper sitting posture);Free influenza vaccination programme; andFocus group meetings to identify areas for improvement.Team building outside working hoursWe also believe in building relationships with your colleagues outside the office. There are many opportunities for you to join our corporate sports teams and compete on behalf of PricewaterhouseCoopers.Basketball team - won the HKICPA Basketball Competition for the last three consecutive years; Tennis team - reached the quarterfinals of the 2005 Corporate Patron Tennis League in Hong Kong;Soccer and basketball teams in the mainland China which play matches against clients and other organisations;Dragon Boat Championship - a great team building opportunity, and a lot of fun; andTable tennis team - represents the firm in the mainland China.Helping Our CommunityIf you would like to help your community, you will have numerous opportunities to do so with us. Some of our recent community projects include:Working with Red Cross on blood donation;Charity clothes and toys donation;Visits to local orphanages to provide gifts to the residents;BOC Walkalong for Light;The Community Chest Green Day;World Vision Child Sponsorship Project.How We Reward ExcellenceWe reward excellence. Whatever special skills you might have, they will be recognised.Our financial rewards and performance-based remuneration are designed to be competitive and geared to attract, retain and motivate high performing individuals. We strive to reward and recognise excellent contributions as we take your career seriously.Our benefits structure emphasises individual flexibility and choice, targeted at a broad spectrum of needs. Y our list of benefits ranges from medical and insurance to provident fund, vacation and compensation leave because, we believe that maintaining a healthy work-life balance is crucial.Are you ready to take the leap with us?UlyssesHumphrey Choi, Partner, Assurance, Hong KongFew years ago, PwC started a project called "Ulysses", designed to allow a number of partners and senior managers to use their expertise to assist with projects in developing countries. I have been involved in this terrific programme and worked in Ecuador, assisting with "Small and Medium Enterprise Development". We visited many local small companies, communities and civilians to better understand their problems and then prepared a proposal to help them ease the challenges that small and medium Ecuadorian enterprises face. For me, not only was I able to help a developing country, but I got to see first hand how people in developing countries live. A peep into their world gave me a chance to put my life in perspective and deepened my appreciation for the finer things in life.TrainingLynn Luo, Senior Associate, Assurance, GuangzhouSince I joined PwC, I have been growing because of the firm's extensive learning facilities. From the very first day, training will play an essential role in your career. There are annual classes, on-job training, as well as E-courses which are completed over the Internet. And because of this training, I have learnt to analyse business not only from financial aspect but also from a managerial angle. I really appreciate it!TeamworkMichael Footman, Senior Associate, Assurance, Hong KongAs you enter the challenging career of an accountant, you might feel overwhelmed at times. But the great thing at PwC is that your team members are always supportive. In fact, the team-based approach is one of the most enjoyable aspects of my work. We not only spend time together during assignments - we meet after work socially, occasionally organise weekend trips, and generally build relationships that go far beyond the regular office hours.GenesisLucy Wang, Senior Manager, Tax, BeijingGenesis Park is a unique and innovative five-month development programme, preparing some of PwC's most promising staff members to embrace the qualities PwC needs most: leadership, teamwork and intellectual curiosity. I myself was the first China tax representative involved in this training, and spent a memorable period of time with a group of brilliant people. We benefited a lot from the various training sessions, and we also worked hard on several PwC projects. The Genesis Park programme, which takes place in Washington D.C., was an excellent opportunity not only to learn, but to also share my views and ideas, especially when many people want to learn more about China these days.SecondmentCharlie Fu, Partner, Assurance, ShanghaiThe two-year secondment in Sydney is really an unforgettable experience for me, for the technical expertise I acquired, the people I worked with and the life I enjoyed. I found it a very effective and pleasant learning experience. The secondment was also a great opportunity for me to learn how to quickly adapt myself to a different culture. Interpersonal skills are crucial in our profession. My secondment was definitely not just about work, but lots of fun as well. My experience is that every place has its own advantages; it is the matter of how well you are prepared to make most of it - for both career and life.Work and Life BalanceRain Wong, Associate, Advisory, BeijingI have always been a very active person involved in many sporting, cultural and community activities. It has therefore been a very pleasant surprise that even after joining PwC last year, I have been able to maintain my hobbies. I try to work efficiently and stay highly organised, asthis helps me prioritise work and manage my deadlines better. I have many interests - hiking, travelling, photography, going to the movies and dining at gourmet eateries. I also like giving back to society, and volunteer at Junior Achievement - a global organisation that educates and inspires young people to value free enterprise, business, and economics - to improve their quality of life. I also contribute to a non-government organisation "Nature", and about twice a month we hike up hills around Beijing and clear them of any left garbage. I feel lucky that I have chosen to join a firm which allows me to work hard as well as live a qualityClient BaseAndre LiAssociateTax, ShanghaiI work with various clients from different and exciting industries, such as IT, automotive, retail, banking and engineering. Most of the companies I deal with are multinational corporations with interests in China. I like that I can work closely with the clients, and I feel that this close interaction has not only widened my specialised knowledge but also enhanced my understanding of business operations in general. Furthermore, constructive coordination and negotiations with clients and authorities on a timely basis help me become a better professional with more refined communication skills.SportsAnson Pan, Manager, Assurance, ShenzhenI have always enjoyed sports and was very pleased that after I joined PwC, I have been able to join various sports teams, representing this great firm. As I am a big fan of soccer, I have been in a PwC soccer team, and have also joined a table tennis team in a number of competitions. By competing on behalf of the firm, you earn a great pride for PwC, and get to know many of your colleagues on a social as well as professional level.。
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MIMO in Wireless Communication Concept(Training Course for Mainland China’s Staff and Customer)Jin Luo 2007-12-10Ralink Technology Corp. December 20071Jin LuoTopicalTopical： • General Wireless Communication Issue • What is MIMO • Introduction Beanforming Concept • 802.11n MIMO Rate Calculation • Introduction 802.11n MIMO • The Channel in a MIMO System • PCB Design Issue for MIMO System • MIMO Antenna Issue for MIMO System2Jin LuoChallenging IssueTransmitterBaseband Section RF SectionReceiverRF SectionSNR, BERInformation (Analog/Digital)Analog/DigitalBaseband Section• •Challenge in development of communication system: to maximize the number of users that can simultaneously occupy an allocated bandwidth. Shannon’s channel capacity theoremC = B log 2 (1 + P / N )Where C= capacity (bps) B= bandwidth P/N= signal to noise ratio3Jin LuoGeneral Wireless System Consideration• Issuesin real transceivers - Nonlinear devices generate nonlinear distortion - A variety of noise power is generated in the system and degrades the P/N ratio - Trade-off between power consumption and performance• Solutions to high-performance system - Architecture and circuits with good linearity and low noise - Attenuation to the power level of undesired noise, while boost-up to signal power level4Jin LuoMulti-Path Issue in Propagation5Jin LuoFading Issue in Propagation6Jin LuoReceive Diversity Maximizes SNR (Comparing Selection Combining and Maximum Ratio Combining)7Jin LuoWhat is MIMO?MIMO=Multiple Input, Multiple OutputMiChannel}• RX/TX diversity：combining of uncorrelated signals (Single signal through uncorrelated channels) • Beamforming：spatial focusing of correlated signals (Single signal through correlated channels) • MIMO：increasing spectral efficiency/data rates (Multiple parallel signals through uncorrelated channels)8Jin Luo}MoThree Simple Case of MIMO9Jin LuoIntroduction BeamformingPhased Array(Downlink Switched Beam Antenna)Adaptive Antenna Array(Uplink Adaptive Antenna)SIGNALBEAMFORMERSIGNALBEAM SELECTSIGNAL OUTPUT INTERFERENCE INTERFERENCE BEAMFORMER WEIGHTSSIGNAL OUTPUTINTERFERENCESmart Antennas can significantly improve the performance of wireless systems• Higher antenna gain / diversity gain ⇒ Range extension and multipath mitigation• Interference suppression ⇒ Quality and capacity improvement • Suppression of delayed signals ⇒ Equalization of ISI for higher data rates • Multiple signals in the same bandwidth ⇒ Higher data ratesSwitched Multibeam versus Adaptive Array Antenna: Simple beam tracking, but limitedinterference suppression and diversity gain10Jin Luo802.11n MIMO Rate Calculation 2x3 architecture offers 300 Mbps data rate with 2 data streams occupying 40 MHz bandwidth.← 2 streams →←← 65Mbps→40 MH z→11Jin Luo802.11n MIMO Rate Calculation• Support 5/6 code rate in 64QAM 54Mbps ⇒ 60Mbps • Add 4 carriers for data transmission 60Mbps ⇒ 65Mbps • Use two spatial stream (SDM) 65Mbps ⇒ 130Mbps • Double bandwidth (40M BW) 130Mbps ⇒ 270Mbps • Use short guard interval 270Mbps ⇒ 300Mbps • Use 4 spatial stream (4X4) 300Mbps ⇒ 600Mbps12Jin LuoIntroduction 802.11n MIMO13Jin LuoMIMO Exposeds0 TX s1 h01h00 h10r0 RXh11Linear Channelr1r0=h00s0+h01s1 r1=h10s0+h11s1r0 r1 =h00 h01 h10 h11s0 s1Matrix Notation：R=HS -1 Solving for S：S=H R14Jin LuoThe Channel in a MIMO System • To be able to recover the signals，we need to enough equations to match the number of unknowns• In this case，we have two equations and two unknowns • If the channel coefficients (hxx) are well separated，we can use vector maths to recover both of the original signals，and double the link capacity15Jin LuoThe Channel Matrix Issue16Jin LuoPCB Design Issue for MIMO System17Jin LuoWireless MIMO ChannelMi AntennaWave Propagation EnvironmentMo AntennaTransmit antennas，wave propagation environment， and receive antennas together constitute the channel.18Jin LuoAntenna PropertiesIsolated signal paths can in general not be achieved.Beamwidths and coupling complicates the channel.19Jin LuoImbalance and CorrelationCapacity is reduced by two defects − imbalance and correlation.Imbalance is affected by…• Antenna gains • Radiation patterns • Path loss • FadingCorrelation is affected by…• Antenna correlation • Radiation separation • Number of and location of scatters • Pinhole effect20Jin LuoLow Correlation• Low correlation between antenna outputs is a necessary but not sufficient condition for good MIMO performance. • Low correlation is achieved when each antenna provides a unique weight to each individual multipath component. • This weight can be due to antenna location (spatial diversity)， antenna pattern (angle diversity) or polarization (polarization diversity) or all of these. • Low correlation generally occurs for a large set of multipath components with large angular spread.21Jin LuoRadiation Patterns• The antennas must be sufficiently spaced to allow resolution of the multipath components. • Taken together，the antenna patterns must cover the whole solid angle over which signal components are likely to arrive.22Jin LuoPolarization IssuesZVYXH Polarisation MixingScattering in 3D• Reflection or refraction of signals often affects polarization of radio wave. • Can use antennas at TX or RX with different polarizations to get low correlation.23Jin LuoMutual Coupling EffectsRX0Mutual CouplingRX1• Two TX or RX antennas in close proximity (<0.5λ) are coupled. • Signal at RX0 will re-radiate to RX1 and vice versa. • Mutual coupling can reduce correlation. • Impact of coupling on performance?24Jin LuoMIMO Antennas Location The correlation between received signals equals the orthogonality between the radiation pattern.For antennas located close to each other， orthogonality can be achieved through radiation patterns with different coverage，or different polarization… but what happens to the balance?Antennas with the same coverage and polarization provides good balance…but orthogonality can only be achieved through separation.25Jin LuoMIMO Antenna ConfigurationsSpace diversitySpace / polarization diversitySpace / pattern diversitySpace / polarization / pattern diversity26Jin LuoThe End Thank You!27Jin Luo。