Renaissance FI Training Schedule
College+English+Introduction+Course
The course is divided into four semesters: Each semester focuses on a different aspect of English language proficiency, such as grammar, listening, speaking, reading, and writing
The method of writing skills
Students can start by writing sally increasing the difficulty of writing, and try to write different types of articles such as short essays, narratives, and argumentative essays. In the writing process, pay attention to the accuracy and fluency of language, while also emphasizing the rigor of structure and logic.
02
English language hats are closely related to the history, culture, and social background of the English speaking countries
03
Mastering the hats of English language use is helpful for learners to understand and use English more accurately and appropriately
HR词汇大全——收集了很久的
人力资源管理词汇Chinese <human resources> English"以人为本"的价值观<human resources> People-first value sX理论<human resources> Theory XY理论<human resources> Theory Y艾德加?施恩<human resources> Edgar Schein案例研究方法<human resources> Case study method罢工<human resources> Strikes班组<human resources> Team or group保护圈<human resources> Rings of defense保险福利<human resources> Insurance benefits报酬因素<human resources> Compensable factor抱怨<human resources> Grievance抱怨程序<human resources> Grievance procedure比率分析<human resources> Ratio analysis闭厂<human resources> Lockout标准工时工资<human resources> Standard hour plan病假<human resources> Sick leave补充报酬福利<human resources> Supplement pay benefits补充失业福利<human resources> Supplemental unemployment benefits 不安全环境<human resources> Unsafe conditions不安全行为<human resources> Unsafe acts不服从<human resources> Insubordination不正当劳工活动罢工<human resources> Unfair labor practice strike参与式激励计划<human resources> Attendance incentive plan尝试阶段<human resources> Trial sub stage敞开门户<human resources> Open-door成长阶段<human resources> Growth stage程序化教学<human resources> Programmed learning初级董事会<human resources> Junior board储蓄计划<human resources> Savings plan传讯<human resources> Citations戴维斯―佩根法案<human resources> Davis-Bacon Act (DBA)担保公司<human resources> Guarantee corporation弹性福利计划<human resources> Flexible benefits programs弹性工作地点<human resources> Flex place弹性工作时间<human resources> Flextime等级<human resources> Grades等级说明书<human resources> Grade de script ion地方劳动力市场<human resources> Local market conditions第三方介入<human resources> Third-party involvement调查<human resources> Fact-finder调查反馈<human resources> Survey feedback调解<human resources> Mediation方格训练<human resources> Grid training非定向面试<human resources> Nondirective interview非法谈判项目<human resources> Illegal bargaining弗雷德里克?泰罗<human resources> Frederick Taylor福利<human resources> Benefits高龄给付<human resources> Golden offerings个人偏见<human resources> Bias个人退休账户<human resources> Individual retirement account (IRA)工厂关闭法<human resources> Plant Closing law工资等级<human resources> Pay grade工资率系列<human resources> Rate ranges工资曲线<human resources> Wage carve工作分析<human resources> Job analysis工作分组<human resources> Job sharing工作公告<human resources> Job posting工作绩效分析<human resources> Performance analysis工作绩效评价面谈<human resources> Performance Appraisal interview工作轮换<human resources> Job rotation工作描述<human resources> Job de script ion工作申请表<human resources> Application forms工作说明书<human resources> Job specifications工作替换/临时解雇程序<human resources> Bumping/layoff procedures工作样本<human resources> Work samples工作样本技术<human resources> Work sampling technique工作指导培训<human resources> Job instruction training (JIT)公帄工资法<human resources> Equal Pay Act公帄劳动标准法案<human resources> Fair Labor Standards Act公帄日工作<human resources> Fair day's work功能性工作分析法<human resources> Functional job analysis股票期权<human resources> Stock option固定福利<human resources> Defined benefit固定缴款<human resources> Defined contribution雇员参与计划<human resources> Worker involvement雇员持股计划<human resources> Employee stock ownership plan (ESOP)雇员服务福利<human resources> Employee services benefits雇员福利<human resources> Worker's benefits雇员上岗引导<human resources> Employee orientation雇员退休收入保障法案<human resources> Employee Retirement Income Security Act (ERISA) 关键事件法<human resources> Critical incident method管理方格训练<human resources> Management grid管理过程<human resources> Management process管理竞赛<human resources> Management game管理评价中心<human resources> Management assessment center归类（或分级）法<human resources> Classification (or grading) method 耗竭<human resources> Burnout候选人次序错误<human resources> Candidate-order error怀孕歧视法案<human resources> Pregnancy discrimination act基准职位<human resources> Benchmark job绩效工资<human resources> Merit pay绩效加薪<human resources> Merit raise绩效评价标准不清<human resources> Unclear performance standards激励计划<human resources> Incentive plan集体谈判<human resources> Collective bargaining计件<human resources> Piecework计算机化预测<human resources> Computerized forecast纪律<human resources> Discipline健康维持组织<human resources> Health maintenance organization (HMO) 僵持<human resources> Impasse讲出来！<human resources> Speak up!交替排序法<human resources> Alternation ranking method角色扮演<human resources> Role playing接班计划<human resources> Succession planning结构化面试<human resources> Structured interview解雇；开除<human resources> Dismissal解雇；终止<human resources> Termination经济罢工<human resources> Economic strike精简<human resources> Downsizing居中趋势<human resources> Central tendency科学管理<human resources> Scientific management可比价值<human resources> Comparable worth可变报酬<human resources> Variable compensation劳工部工作分析法<human resources> Department of Labor job analysis类<human resources> Classes离职金<human resources> Severance pay离职面谈<human resources> Exit interviews利润分享计划<human resources> Profit-sharing plan联合抵制<human resources> Boycott临时解雇<human resources> Layoff临时性工作分担<human resources> Work sharing领导者匹配训练<human resources> Leader attach training每周4天工作制<human resources> Four-day workweek民权法<human resources> Civil Rights Act敏感性训练<human resources> Sensitivity training目标管理法<human resources> Management by objectives (MBO)内容效度<human resources> Content validity年终分红<human resources> Annual bonus排序法<human resources> Ranking method培训<human resources> Training配对比较法<human resources> Paired comparison method偏紧/偏松<human resources> Strictness/leniency评价面试<human resources> Appraisal interview期望图表<human resources> Expectancy chart企业内部开发中心<human resources> In-house development center强制分布法<human resources> Forced distribution method强制谈判项目<human resources> Mandatory bargaining情境面试<human resources> Situational interview趋势分析<human resources> Trend analysis确立阶段<human resources> Establishment stage人际关系心理分析<human resources> Transactional analysis (TA)人事（或人力资源）管理<human resources> Personnel (or human resource) management 人事调配图<human resources> Personnel replacement charts任务分析<human resources> Task analysis日常集体谈判<human resources> Day-to-day-collective bargaining散点分析<human resources> Scatter plot社会保障<human resources> Social security失业保险<human resources> Unemployment insurance实验<human resources> Experimentation收益分享<human resources> Gain sharing斯坎伦计划<human resources> Scallion plan随意终止<human resources> Termination at will谈话；面谈<human resources> Interviews探索阶段<human resources> Exploration stage特别保护权<human resources> Vesting特殊的管理开发技术<human resources> Special management development techniques特殊奖励<human resources> Special awards提前退休窗口<human resources> Early retirement window同情罢工<human resources> Sympathy strike图尺度评价法<human resources> Graphic rating scale团队建设<human resources> Team building团体人寿保险<human resources> Group life insurance团体退休金计划<human resources> Group pension plan退休<human resources> Retirement退休福利<human resources> Retirement benefits退休金福利<human resources> Pension benefits退休金计划<human resources> Pension plans退休前咨询<human resources> Retirement counseling维持阶段<human resources> Maintenance stage维罗姆-耶顿领导能力训练<human resources> Vroom-Yetton leadership trainman稳定阶段<human resources> Stabilization sub stage无保证终身解雇<human resources> Lifetime employment without guarantees系列化面试<human resources> Serialized interview下降阶段<human resources> Decline stage现场工人日记/日志<human resources> Participant diary/logs现实冲击<human resources> Reality shock向外安置顾问<human resources> Outplacement counseling小组面试<human resources> Panel interview效标效度<human resources> Criterion validity效度<human resources> Validity新雇员培训或模拟<human resources> Vestibule or simulated training薪资调查<human resources> Salary surveys信度<human resources> Reliability行动学习<human resources> Action learning行为锚定等级评价法<human resources> Behaviorally anchored rating scale (bars)行为模拟<human resources> Behavior modeling压力面试<human resources> Stress interview延期利润分享计划<human resources> Deferred profit-sharing plan一般经济状况<human resources> General economic conditions以价值观为基础的雇佣<human resources> value-based hiring意见调查<human resources> Opinion survey隐含职权<human resources> Implied authority有保障的计件工资制<human resources> Guaranteed piecework plan有保证的公帄对待<human resources> Guaranteed fair treatment约翰?霍兰德<human resources> John Holland越级谈话<human resources> Skip-level interview晕轮效应<human resources> Halo effect在职培训<human resources> On-the-job training (OJT)战略规划<human resources> Strategic plan真诚的谈判<human resources> Good faith bargaining政策<human resources> Point method/Policies直接计件制<human resources> Straight piecework直线管理者<human resources> Line manager职能（服务）功能<human resources> Staff (service) function职能控制<human resources> Functional control职权<human resources> Authority职位调配卡<human resources> Position replacement cards职位分析问卷<human resources> Position Analysis Questionnaire (PAQ)职位评价<human resources> Job evaluation职业安全与健康法案<human resources> Occupational Safety and Health Act职业安全与健康管理局<human resources> Occupational Safety and Health Administration (OSHA) 职业规划与职业发展<human resources> Career planning and development职业技能<human resources> Occupational skills职业锚<human resources> Career anchors职业市场状况<human resources> Occupational market conditions职业性向<human resources> Occupational orientation职业周期<human resources> Career cycle职员报酬<human resources> Employee compensation质量圈<human resources> Quality circle中期职业危机阶段<human resources> Mid career crisis sub stage仲裁<human resources> Arbitration资本积累方案<human resources> Capital accumulation program资格数据库<human resources> Qualifications inventories资质<human resources> Aptitudes自我实现<human resources> Self-actualization自我指导工作小组<human resources> Self directed teams自愿减少工资方案<human resources> Voluntary pay cut自愿减少时间<human resources> Voluntary time off自愿谈判项目<human resources> Voluntary bargaining组织发展<human resources> Organization development(OD)组织体系Ⅰ<human resources> System I组织体系Ⅳ<human resources> System ⅣHR相关英文词汇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)帄行比较法:(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)公帄:(equity)外部公帄:(external equity)内部公帄:(internal equity)员工公帄:(employee equity)小组公帄:(team equity)工资水帄领先者:(pay leaders)现行工资率:(going rate)工资水帄居后者:(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)人力资源管理英文专业词汇［第一部分］突然认识到多掌握一些专业术语很重要，分享一下，呵呵～Glossary of Human Resource Management Termsabsentees：Absentees are employees who are scheduled to be at work but are present.Accident and sickness policies：Accident and sickness policies usually provideminimum-care stipend for several weeks up to six months to help employees defray the loss of income while they are sick or recovering from accident.accreditation ：Accreditation is a process of certifying the competence ofa person inan area of capability. The Society for Human Resource Management operates an accreditation program for personnel professionals.active listening：Active listening requires the listener to stop talking, to remove distractions, to be patient, and to empathize with the talker.adverse selection： Adverse selection occurs when an insurance company has adisproportionately high percentage of insureds who will make claims in future. Adverse selection often results when people are given achance to buy insurance without prescreening, which often means that a than normal proportion have a condition that is likely to cause to be frequent claimants.affirmative action programs： Affirmative action programs are detailed plansdevelopedby employers to undo the results of past employment discrimination, or to ensure equal opportunity in the future.Age Discrimination in Employment Act of 1967 (as amended)：This act prohibits discrimination on employment because of age against those who 40 and older.American Federation of Labor and Congress of Industrial Organization(AFL-CIO)： TheAFL-CIO is a federation of most national unions. It exists to provide a unified focal point for the labor movement, to assistnational unions, and to influence government policies that affect members and working people.applied research：Applied research is a study of practical problems, the solutions of which will lead to improved performance.arbitration： Arbitration is the submission of a dispute to a neutral third .assessment centers： Assessment centers are a standardized form of employee appraisal that relies on multiple types of evaluation and multiple raters.associate membership： Associate membership in a labor organization allows who are notemployed under a union contract to affiliate with aunion by paying fees and dues in return for union-supported benefits.attitude surveys： Attitude surveys are systematic methods of determining what employeesthink about their organization. The surveys are usuallydone through questionnaires. Attitude survey feedback results when the information collected is reported back to the participants. This process is usually followed by action planning to identify and resolve specific of employee concern.attrition： Attrition is the loss of employees who leave the organization'semployment.audit report： The audit report is a comprehensive description of personnel activities.It includes both commendation for effective practices and recommendations for improving practices that are ineffective.audit team： An audit team consists of those people who are responsible for evaluating the performance of the personnel department.authorization cards： Authorization cards are forms that prospective unionmembers sign.The cards indicate their wish to have an election to determine whether a labor organization will represent the workers in their with management.autonomous work： groups Autonomous work groups are teams of workers, a formalcompany-appointed leader, who decide among themselves most decisions traditionally handled by supervisors.autonomy： Autonomy is having control over one's work.bargaining book：A bargaining book is a compilation of the negotiation 's plans forcollective bargaining with labor or management. Increasingly, the bargaining book is being replaced by information stored in accompany or union computer.bargaining committee： The union bargaining committee consists of union officials andstewards who negotiate with management's representatives todetermine wages, hours, and working conditions to be embodied in the agreement.behaviorally anchored rating scales (BARS)： BARS rate employeesscale that has specific behavioral examples on it to guide the rater.Behavioral modeling：Behavioral modeling relies on the initiation or emulation of adesired behavior. A repetition of behavior modeling helps to develop appropriate responses in specified situations.behavior modification：Behavior modification states that behavior depends on itsconsequences.blind ads： Blind ads are want ads that do not identify the employer.bona fide occupational qualifications (BFOQ)：A BFOQ occurs when an employer has ajustified business reason for discriminating against a memberof a protected class. The burden of proving a BFOQ generally falls onthe employer.bottom-line test：The bottom-line test is applied by the Equal Employment OpportunityCommission to determine if a firm's overall selectionprocess is having an adverse impact on protected groups. Even though steps in the selection process might exhibit an adverse impacton a protected group, the firm will be considered in compliance if theoverall process does not have an adverse effect.Boulwarism： Boulwarism is a negotiation strategy developed by General . Using thisapproach the company made its "best" offer to the union at the beginning of negotiations. Then it remained firm unless theunion could find where management had erred in the calculations used to arrive at the offer. This strategy has been ruled as an unfair labor practice by the National Labor Relations Board and by the federal courts.brainstorming： Brainstorming is a process by which participants provide ideas on a stated problem during a freewheeling group session.buddy system：The "buddy system" of orientation exists when an experienced employee isasked to show a new worker around the job site, conduct introduction, and answer the newcomer's questions.burnout ： Burnout is a condition of mental, emotional, and sometimes physical exhaustion that results from substantial prolonged stress.business agent：A business agent is a full-time employee of a local (usually craft) union. The business agent helps employees resolve their problems management.business unionism： Business unionism describes unions that seek to improve the wages,hours, and working conditions of their members in a businesslike manner. (See social unionism.)buy-back：Buy-backs occur when an employee who attempts to resign is convinced to stayin the employment of the organization. Normally the person is "bought back" with an offer of increased wages or salary.人力资源管理英文专业词汇［第二部分］- -Cafeteria benefit programs：Cafeteria benefit programs allow employees toselect the fringe benefits and services that answer their individual needs.career：A career is all the jobs that are held during one's working life.career counseling：Career counseling assists employees in finding appropriate careergoals and paths.career development Career development consists of those experiences and improvements that one undertakes to achieve a career plan.career goals： Career goals are the future positions that one strives to reach. These goals serve as benchmarks along one's career path.career path：A career path is the sequential pattern of jobs that form one'scareer.career planning：Career planning is the process by which one selects career goals and paths to those goals.career plateau： A career plateau occurs when an employee is in a position he or she does well enough not to be demoted or fired but not wellenough to be promoted.change agents： Change agents are people who have the role of stimulatingchange within a group.checkoff ：A checkoff provision in a union-management labor agreement requires theemployer to deduct union dues from employee paychecks and to remit those moneys to the union.Civil Rights： Act of 1964 This act was passed to make various forms of discrimination illegal.closed shop： A closed shop is a workplace where all employees are required to be membersof the union before they are hired. These arrangementsare illegal under the National Labor Relations Act.codetermination ：Codetermination is a form of industrial democracy first popularizedin West Germany. It gives workers the right to have representatives vote on management decisions.coinsurance clause：A coinsurance clause is a provision in an insurance policy that requires the employee to pay a percentage of the insured'scommunication： Communication is the transfer of information and understanding from one person to another.comparable worth： Comparable worth is the idea that a job should be evaluated as to itsvalue to the organization and then paid accordingly. Thus of comparable worth would be paid equally. For example, two people with widely different jobs would both receive the same pay if the two were of equal value to the employer.comparative evaluation approaches：Comparative evaluation approaches are collection of different methods that compare one person's performancewith that of co-workers.compensation：Compensation is what employees receive in exchange for their .Comprehensive Employment and Training Act of 1973 (CETA)： CETA was a ranging act designedto provide job training, employment, and job hunting assistance to less advantaged persons. It has since been replaced the Job Partnership Training Act.concentration in employment： Concentration exists when an employer (orsome subdivisionsuch as a department) has a higher proportion of employees from a protected class than is found in the employer's labor market. (See underutilization.)concessionary bargaining：Concessionary bargaining occurs when labor managementnegotiations result in fewer employer-paid fringe benefits or concessions, such as a freeze or wage cut.conciliation agreement：a conciliation agreement is a negotiated settlement agreeable to the EEOC and to all parties involved. Its acceptances closesthe case.Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)：This act was signedinto law in 1986. COBRA requires employers that provide benefits to employees through a group plan to also provide group benefits to qualified beneficiaries with the right to elect to continue their for a certain period of time after their coverage would otherwise , with a few exceptions.constructs ：Constructs are substitutes for actual performance. For example,a score on a test is a construct for actual learning.contract labor： Contract labor consists of people who are hired (and often trained) by an independent agency that supplies companies with neededhuman resources for a fee.contributory benefit plans Contributory benefit plans are fringe benefits thatrequire both the employer and the employee to contribute to the cost ofthe insurance, retirement, or other employer benefit.coordinated organing：Coordinated organing occurs when two or more pool their resources to organize a targeted employer or group of .corrective discipline： Corrective discipline is an action that follows a rule infractionand seeks to discourage further infractions so that future acts re in compliance with standards.counseling ：Counseling is the discussion of an employee problem with the objective of helping the worker cope with it.counseling functions：Counseling functions are the activities performed bycounselors.They include advice, reassurance, communication, release of tension, clarified thinking, and reorientation.craft unions： Craft unions are labor organizations that seek to include all workerswho have a common skill, such as carpenters or plumbers.critical incident method： The critical incident method requires the rater to statementsthat describe extremely good or extremely bad employee behavior. These statements are called critical incidents, and they used as examples of good or bad performance in rating the employee.Decision-making authority： See line authority.deductible clause：A deductible clause is a provision in an insurance policy that requires the insured to pay a specified amount of a claim before the is obligated to pay.deferral jurisdictions： Deferral jurisdictions are areas in the United States wherethe EEOC will refer a case to another (usually a state or local); for example, Florida Human Relations Commission.deferred stock incentive systems： These incentives award stock that becomes by the executive gradually over several years.delegation： Delegation is the process of getting others to share a manager's . Itrequires the manager to assign duties, grant authority, and createa sense of responsibility.Delphi technique： The Delphi technique solicits predictions from a panel of experts aboutsome specified future development(s). The collective estimates are then reported back to the panel so that the members may adjust their opinions. This process is repeated until a general agreement on future trends emerges.demographics： Demographics is the study of population characteristics.demotions： Demotions occur when an employee is moved from one job to that is lower in pay, responsibility, and organizational level.development： Development represents those activities that prepare an employee for future responsibilities.。
建筑相关英语词汇
建筑专业部份相关英语辞汇之迟辟智美创作建筑类型类民用建筑 civil architecture工业建筑 industrial building居住区 residential area坡地住宅 stepped hillside house联排住宅 terraced house错层式住宅 split-level house半自力式住宅 semi-detached house公寓 apartment, flat多层建筑 multi-storey block高层建筑 high-rise block商业建筑 business premises乡土建筑 vernacular architecture外乡建筑，地区建筑 local architecture绿色建筑 green architecture基础设施infrastructure设计过程类可行性研究 feasibility study进度表 time schedule方案草图 preliminary sketch初步设计 preliminary design施工设计 final design详图设计 detail design图纸 drawing平面图 plan立面图 elevation东立面图 east elevation南立面图 south elevation西立面图 west elevation北立面图 north elevation横剖面 cross section纵剖面 longitudinal section轴测图 isometric view鸟瞰图 bird’s-eye view施工图 working drawing总体规划图 master plan索引图 key,key plan现场质量管理 site supervision工程质量管理 project supervision 验收 final approval建筑指标类层高 story height居住面积 living area建筑占空中积 covered area容积率plot ratio覆盖率coverage绿地率ratio of greenspace人口密度population density 居住密度density of settlement 建筑元素类走廊 corridor, passage挑廊 overhanging corridor檐廊 eaves corridor回廊 cloister凉廊loggia过街楼 arcade门斗 foyer阁楼 attic阳台 balcony雨篷 canopy自然层 floor维护结构 envelop enclosure围护性幕墙 enclosing curtain wall装饰性幕墙 decorative faced curtain wall 落地窗 French window百页窗 shutter, louver window起居室 living room餐室dining room厨房 kitchen浴室 bathroom淋浴 shower单人卧室 single bedroom双人卧室 double bedroom备餐室 pantry洗衣间 laundry贮藏室 store room地下室 basement半地下室 semi-basement永久性顶盖 permanent cap螺旋楼梯 spiral staircase建筑结构类梁 beam, girder圈梁 ring beam简支梁 suspended beam 悬臂梁 cantilever beam 固端梁fixed-end beam连续梁 continuous beam 拱 arch板 slab, plate简支板suspended slab嵌固板fixed-edge slab单向板 one-way slab双向板 two-way slab肋形板 ribbed slab井字形梁板 groined slab 壳 shell柱 column墙 wall承重墙 load bearing wall 桁架 truss框架 framework排架 bent frame刚架（刚构） rigid frame 桩 pile板桩 sheet pile结构 structure基础 foundation地基 foundation soil, subgrade, subbase木结构 timber structure拱结构 arch structure钢结构 steel structure砌体结构 masonry structure混凝土（砼）结构 concrete structure混合结构 mixed structure板柱结构 slab-column system框架结构 frame structure折板结构 folded-plate structure壳体结构 shell structure悬索结构 cable-suspended structure充气结构 pneumatic structure拉膜结构 tensile structure剪力墙（结构墙）结构 shear wall structure 框架-剪力墙结构 frame-shear wall structure 筒体结构 tube structure悬挂结构 suspended structure扩展（扩年夜）基础 spread foundation刚性基础 rigid foundation自力基础 single footing联合基础 combined footing条形基础 strip foundation壳体基础 shell foundation箱形基础 box foundation筏形基础 raft foundation桩基础 pile foundation沉箱基础 caisson foundation管柱基础 cylinder pile foundation, cylinder caisson foundation 基床 bed, bedding建筑构造类壁纸 wall paper墙面砖 wall tile空中砖 floor tile勒脚，柱础 plinth踢脚 skirting木踢脚 timber skirting榫槽，地槽 groove墙槽 wall conduit墙基 wall footing踢脚 skirting凹圆踢脚 coved skirting凹形线脚 sunk moulding凹缝 open joint平缝 butt joint伸缩缝 expansion and contraction joint 沉降缝 settlement joint防震缝 aseismic joint变形缝 deformation joint施工缝 construction joint防潮层 moisture barrier隔热保温层 heat insulation防水 water proofing防湿 moisture proofing防潮 damp proofing隔声 sound proofing外墙 external wall内墙 internal wall隔墙partition wall女儿墙 parapet wall踏面 tread踢面 riser防滑条 reeding栏杆 railing扶手 handrail排水沟 drainage ditch护坡 slope protection, revetment挡土墙 retaining wall建筑资料类钢筋混凝土 reinforced concrete现浇混凝土 cast-in-situ concrete 预制混凝土 precast concrete预应力混凝土 prestressed concrete 加气混凝土 aerated concrete碎石混凝土 rubble concrete清水混凝土 exposed concrete水泥 cement石灰 lime水泥砂浆 cement mortar石灰砂浆 lime mortar石膏 gypsum熟石膏 plaster of Paris砂 sand砾石 gravel砖 brick空心砌块 hollow block混凝土砌块 concrete block木材 timber瓦 roofing tile屋面毡 roofing felt钢筋reinforcing steel涂料 paint景观设计类广场 square水景 water feature圆形剧场，露天剧场 amphitheatre儿童乐园children’s playground羽毛球场 badminton court篮球场 basketball court网球场 tennis court停车场 parking area屋顶花园 roof garden, green roof凉亭 pavilion花架 pergola （比力：浮图 pagoda）行车道 carriageway人行道 sidewalk自行车道 bicycle path国外建筑类多立克柱 Doric column爱奥尼亚柱 Ionic column科林斯柱 Corinthian column古典主义的 classical新古典主义的 neoclassical拜占庭 Byzantine文艺复兴 renaissance帕拉迪奥母题 Palladian motive 巴洛克 baroque洛可可 rococo哥特式 gothic罗马风 Romanesque新艺术运动 art nouveau现代主义运动 modern movement 现代主义 modernism后现代主义 post-modernism解构主义 deconstructionism邻里单元 neighbourhood unit 田园城市 garden city。
牛顿酒店的年度员工培训计划写一篇英语备忘录
牛顿酒店的年度员工培训计划写一篇英语备忘录To: All Employees of Newton HotelSubject: Annual Employee Training ProgramDear All,I am pleased to announce that our annual employee training program is scheduled to take place in the coming weeks. As a member of the Newton Hotel team, it is important that you take advantage of this opportunity to educate and improve yourself.The training program will cover a variety of topics, including customer service, food and beverage service, cleanliness and hygiene, and communication skills. Each session will be led by a qualified trainer and there will be ample opportunities for you to ask questions and provide feedback.The dates and times of the training sessions will be communicated to you via email and notice board. It is mandatory for all employees to attend the training program as it will not only help you in your current job, but also prepare you for future opportunities within the hotel.Please note that attendance will be taken at each session and failing to attend without a valid reason will be considered as a violation of company policy. If you have any questions or concerns regarding the training program, please do not hesitate to contact your department head.Thank you for your cooperation and I look forward to seeing you at the training program.Best Regards,[Your Name][Your Designation][Newton Hotel]。
美国国家体能协会体能教练认证指南英语
美国国家体能协会体能教练认证指南英语全文共3篇示例，供读者参考篇1American National Strength and Conditioning Association (NSCA) Certification GuideIntroduction:The National Strength and Conditioning Association (NSCA) is a globally recognized organization that provides certification for fitness professionals. Becoming an NSCA Certified Strength and Conditioning Specialist (CSCS) or a Certified Personal Trainer (CPT) signifies that an individual has met the highest standards of knowledge and experience in the field of strength and conditioning. This guide outlines the process of becoming an NSCA certified coach and the benefits of obtaining this prestigious credential.Benefits of NSCA Certification:Becoming NSCA certified offers numerous benefits for fitness professionals. Some of the key advantages of obtaining NSCA certification include:1. Recognition: NSCA certification is widely recognized in the industry as a mark of excellence in the field of strength and conditioning.2. Credibility: NSCA certification demonstrates to clients and employers that you have the knowledge and skills to effectively train individuals in strength and conditioning.3. Career advancement: NSCA certification can open up new career opportunities and increase your earning potential in the fitness industry.4. Continuing education: NSCA certification requires individuals to participate in ongoing education to maintain their credentials, ensuring that certified professionals stay up-to-date on the latest research and best practices in strength and conditioning.Steps to Becoming NSCA Certified:The process of becoming NSCA certified involves several steps that must be completed in order to earn the CSCS or CPT credential. The following is an overview of the steps involved in obtaining NSCA certification:1. Eligibility requirements: In order to qualify for NSCA certification, individuals must meet certain eligibilityrequirements, including having a bachelor's degree or being currently enrolled in a college program related to exercise science, kinesiology, or a related field.2. Exam registration: Once eligibility requirements have been met, individuals can register for the NSCA certification exam. The exam consists of both a written portion and a practical portion that tests knowledge and skills in strength and conditioning.3. Exam preparation: In order to successfully pass the NSCA certification exam, candidates are encouraged to prepare by studying the NSCA's official study materials, attending workshops, and participating in practice exams.4. Exam administration: The NSCA certification exam is administered at testing centers across the country. Candidates must schedule a testing date and location that is convenient for them in order to take the exam.5. Exam results: After completing the NSCA certification exam, candidates will receive their exam results within a few weeks. Those who pass the exam will be eligible to receive their CSCS or CPT certification.6. Credential maintenance: In order to maintain NSCA certification, individuals must participate in ongoing educationand professional development activities to earn continuing education credits (CECs) and keep their credentials current.Conclusion:Becoming NSCA certified is an important step for fitness professionals who are looking to advance their careers in the field of strength and conditioning. By obtaining NSCA certification, individuals can demonstrate to clients and employers that they have the knowledge, skills, and experience to provide top-quality training and coaching services. With the benefits of recognition, credibility, career advancement, and continuing education, NSCA certification offers fitness professionals the opportunity to excel in the competitive fitness industry and make a positive impact on the lives of their clients.篇2American National Strength and Conditioning Association (NSCA) is one of the most recognized organizations providing certification for strength and conditioning coaches. The NSCA Certified Strength and Conditioning Specialist (CSCS) certification is highly respected in the field of sports performance and fitness training. This guide will provide you with all the information you need to become a certified NSCA CSCS coach.Eligibility Requirements:To be eligible to take the NSCA CSCS exam, candidates must meet the following requirements:1. Be at least 18 years of age2. Possess a high school diploma or equivalent3. Hold a current CPR/AED certification4. Hold a bachelor's degree in exercise science or related field OR be currently enrolled as a senior in a bachelor's degree programExam Preparation:The NSCA CSCS exam consists of two parts: acomputer-based exam and a practical exam. Thecomputer-based exam covers scientific foundations,practical/applied knowledge, and program design. The practical exam evaluates coaching capabilities in a hands-on setting. To prepare for the exam, candidates should study the NSCA's Essentials of Strength Training and Conditioning textbook, as well as the NSCA's study materials and practice tests.Exam Registration:To register for the NSCA CSCS exam, candidates must complete the online application, pay the exam fee, and schedule an exam date at a Pearson VUE testing center. The exam fee for NSCA members is $340, while the fee for non-members is $475.Continuing Education:Once certified, NSCA CSCS coaches must complete 6 continuing education units (CEUs) every three years to maintain their certification. CEUs can be obtained through attending conferences, workshops, webinars, and other approved educational activities.Career Opportunities:Hold an NSCA CSCS certification opens up opportunities for career advancement in the field of strength and conditioning. Certified coaches can work with athletes at all levels, from high school to professional, as well as in fitness centers, sports performance facilities, and rehabilitation clinics.In conclusion, the NSCA CSCS certification is a valuable credential for strength and conditioning coaches looking to advance their careers. By meeting the eligibility requirements, preparing for the exam, and continuing to educate themselves inthe field, coaches can enhance their knowledge and skills to better serve their clients and athletes.篇3American National Strength and Conditioning Association (NSCA) Certified Strength and Conditioning Specialist (CSCS) Certification GuideIntroductionThe American National Strength and Conditioning Association (NSCA) is a widely recognized organization that offers certifications for individuals looking to become strength and conditioning professionals. One of the most prestigious certifications offered by the NSCA is the Certified Strength and Conditioning Specialist (CSCS) certification. This certification requires individuals to demonstrate their knowledge and skills in designing and implementing safe and effective strength training and conditioning programs for athletes and clients.Eligibility RequirementsIn order to be eligible to take the CSCS exam, individuals must meet the following requirements:1. Hold a Bachelor's degree or higher from an accredited institution2. Maintain current CPR and AED certification3. Pay the exam fees4. Submit the exam applicationExam ContentThe CSCS exam is divided into two sections: the scientific foundations section and the practical/applied section. The scientific foundations section covers topics such as exercise science, nutrition, biomechanics, and exercise physiology. The practical/applied section covers topics such as program design, exercise technique, testing and evaluation, andorganization/administration.Exam PreparationTo prepare for the CSCS exam, individuals are encouraged to study the NSCA's official textbook, Essentials of Strength Training and Conditioning. Additionally, the NSCA offers study materials, practice exams, and workshops to help individuals prepare for the exam. It is also recommended that individuals have hands-on experience working with athletes and clients in a strength and conditioning setting.Benefits of CertificationObtaining the CSCS certification can open up many opportunities for individuals in the field of strength and conditioning. Certified professionals may work with athletes at the high school, college, or professional level, or with clients in a fitness or performance training setting. The CSCS certification is also a valuable credential for individuals looking to advance their career or increase their earning potential.RecertificationOnce certified, individuals must recertify every three years in order to maintain their CSCS certification. Recertification requirements include completing a set number of continuing education units (CEUs), holding current CPR and AED certification, and paying recertification fees.ConclusionThe NSCA Certified Strength and Conditioning Specialist (CSCS) certification is a valuable credential for individuals looking to become strength and conditioning professionals. By meeting the eligibility requirements, preparing for the exam, and obtaining the certification, individuals can demonstrate their knowledge and skills in designing and implementing safe andeffective strength training and conditioning programs for athletes and clients. The CSCS certification can open up many opportunities for individuals in the field and help them advance their career in the strength and conditioning industry.。
美国住院医师规范化培训基地认证介绍及其对中国的启示
•论著.•国际交流•美国住院医师规范化培训基地认证介绍及其对中国的启示乔人立*(南加利福尼亚大学PCCSM专科，洛杉矶90033)摘要：基地认证是确保住院医师培训质量的重要支撑。
近年来，随着住院医师培训质量检验重点转向胜任力评估，基地认证的指导思想随之转变，从通过实地考察来检查教学内容转变为验证自我学习的结果。
当前认证的主要形式是由认证委员会提供模板，要求培训基地每年进行自我评估，找出优缺点基地必须成立自查委员会来主导自我评估，其中必须包括学员与师资每年对培训项目的匿名评估。
年度自我评估的结果上报认证委员会，同时作为基地下年度的行动方案参考。
下年度的自查必须针对上年度的不足进行总结和改进。
经过连续9年的自查，在基地提交总结性的自查后，认证委员会将对其进行实地考察。
因 此，基地的认证与自查工作融为一体，既减少了认证的工作量，又强化了认证考察的真正目的，提高了培训基地的教学质量。
中 国的住院医师规范化培训丁.作全面展开已有数年，借鉴美国经验，理解认证的指导思想演变，可以大幅简化并强化中国对培训基地的认证工作。
关键词：住院医师规范化培训；基地认证;实地考察；自查;认证数据系统中图分类号：G510 文献标识码：A文章编号：2096-4293(2020)06-573-04DOI：10. 3969/j. issn. 2096-4293.2020. 06. 024Accreditation of training sites for medicalresidency in AmericaQIAO Renli*(PCCSM ^ University of Southern California ^Los Angeles 90033 ^USA)Abstract ：Accreditation of training sites for medical residency is a fundamental step to ensuring the quality of training. As the emphasis in quality control of residency training has shifted from examination of the process to evaluation of competence in recent years, the guidelines for accreditation of training sites have also transformed from content examination to verification of the outcome based on self-study. The current format of accreditation is that all the training sites perform annual self-review following a template provided by ACGME, identifying the strengths and weaknesses of the program. While the annual report of the self-review is submitted to ACGME, it also serves as a guideline for action plans for improvement. A priority is to address the weaknesses identified in the previous year. Each program must have a committee leading the self-study, which involves anonymous evaluation of the program by facullies and trainees. Annual reviews are submitted to ACGME for 9 consecutive years before a summative" Self-Study Report" is submitted. A site visit is then scheduled which is now shortened to only half a day. In the new system, accreditation is combined with self-improvement. Thus, the burden of the accreditation process is reduced while the real purpose of accreditation is emphasized. Several years after initiation of residency training, China is at a stage when it has become critically important to improve and ensure the quality of the training through accreditation of the training sites. To achieve the goal, it is necessary to have a thorough understanding of the evolution of the principles that guide accreditation and to learn from the American experience, which can greatly facilitate a successful accreditation in the young Chinese system.Key words：standardized residency training；accreditation；site visit；self-evaluation；accreditation data system( ADS)美国毕业后医学教育认证委员会（Accreditation国专门负责毕业后临床医师（包括住院医师和专科医Council for Graduate Medical Education，ACGME)是美师）培训基地认证的机构。
人力资源管理专业英语Chapter 5 Training Employees
5.1 Brief Sketch of Training Employees
Needs assessment: Before you carry out a training program, you should assess the needs first to make sure the training is targeted. Thus, you can identify the objectives and criteria.
5.2 Training Needs Assessment
The needs assessment usually answers questions in the three broad areas as following.
Organization: what is the environment in which the training is going to occur?
belonging to the organization. Training can improve the overall quality of
employees, raise the production efficiency and service level, create the enterprise positive image, and enhance profitability.
编制HR培训计划英文版
编制HR培训计划英文版IntroductionHuman resources (HR) play a crucial role in the success of any organization. It is essential for HR professionals to stay updated with the latest trends, best practices, and regulations in their field. This HR training plan is designed to provide a comprehensive overview of the key areas that HR professionals need to be proficient in.Training ObjectivesThe main objectives of this HR training plan are to:- Provide HR professionals with the knowledge and skills they need to effectively perform their duties- Ensure that HR professionals are aware of the latest laws and regulations related to employment and labor- Equip HR professionals with the tools and techniques necessary to recruit, onboard, and retain top talent- Enable HR professionals to effectively manage performance, conduct disciplinary actions, and ensure employee satisfaction- Develop HR professionals' ability to effectively handle diversity, equity, and inclusion in the workplace- Provide HR professionals with the knowledge and skills to effectively handle change management and organizational developmentTraining AreasThis HR training plan covers the following key areas:1. Employment LawUnderstanding employment law is essential for any HR professional. This section will cover topics such as discrimination laws, wage and hour laws, employee leaves, and safety regulations.2. Recruitment and SelectionRecruiting and selecting the right talent is critical for the success of any organization. This section will cover the best practices in talent acquisition, including sourcing, interviewing, and candidate assessment.3. Onboarding and RetentionEffective onboarding and retention practices are essential for keeping top talent engaged and productive. This section will cover strategies for successful onboarding, as well as techniques for improving employee retention.4. Performance ManagementThis section will cover the key components of effective performance management, including setting goals, providing feedback, and conducting performance evaluations.5. Employee Relations and Disciplinary ActionsEffective employee relations are crucial for maintaining a positive workplace culture. This section will cover the best practices for handling employee relations issues and conducting disciplinary actions.6. Diversity, Equity, and InclusionIn today's diverse workplace, it is essential for HR professionals to understand how to promote diversity, equity, and inclusion. This section will cover the key principles and best practices in this area.7. Change Management and Organizational DevelopmentUnderstanding how to effectively manage change and develop the organization is essential for HR professionals. This section will cover the key principles of change management and organizational development.Training MethodsThe HR training plan will utilize a variety of training methods to ensure that participants receive a well-rounded learning experience. These methods may include:- Classroom-style training sessions- Interactive workshops and role-playing exercises- Case studies and group discussions- Online learning modules and webinars- Personal development plans and coaching sessionsTraining ScheduleThe HR training plan will be conducted over a period of six months, with training sessions scheduled on a bi-weekly basis. Each training session will cover a specific topic in-depth, with ample time for participants to ask questions and engage in discussions. Assessment and EvaluationThroughout the training, participants will be assessed on their understanding and application of the training material. This may include quizzes, assignments, and practical exercises. At the conclusion of the training, participants will also be asked to complete a comprehensive evaluation of the training program, which will be used to gauge the effectiveness of the training and identify areas for improvement.ConclusionThis HR training plan is designed to provide HR professionals with the knowledge and skills they need to excel in their roles. By covering key areas such as employment law, recruitment and selection, performance management, employee relations, diversity and inclusion, and change management, this plan aims to equip HR professionals with the tools they need to drive success within their organizations.。
雅思倒序高频词
雅思倒序高频词GZNOS 林伟Adata [ deitə] n. 数据，资料, 材料delta [ deltə] n. 希腊字母表中第四个字母; (河口的)三角洲lava [ lɑ:və] n. (火山喷发的)熔岩larva [ lɑ:və] n. (昆虫的)幼虫, 幼体magma [ mæɡmə] n. 岩浆media [ mi:djə] n. 媒体multimedia [ mʌlti mi:djə] n. 多媒体adj. 多媒体的extra [ ekstrə] adj. 额外的, 外加的, 附加的drama [ drɑ:mə] n. 戏剧criteria [krai'tiəriə] n. 标准Bherb [hə:b] n. 草本植物suburb [ sʌbə:b] n. 郊区, 城郊Cacademic [ ækə demik] adj. 学术的；学院的；纯理论的arctic [ ɑ:ktik] adj. 北极的antarctic [ænt ɑ:ktik] adj. 南极的athletic [æθ letik] adj. 运动的caloric [kə lɔrik] adj. 卡路里的genetic [dʒi netik] adj. 遗传(学)的synthetic [sin θetik] adj. 合成的, 人造的n. 化学合成物; 合成纤维织物; 合成剂sympathetic [ simpə θetik] adj. 表示同情的stereoscopic [ steriə skɔpik] adj. 立体的tropic [ trɔpik] n. 热带, 热带地方volcanic [vɔl kænik] adj. 火山的psychic [ saikik] adj. 灵魂的; 心灵的；超自然的geographic [dʒiə ɡræfik] adj. 地理学的historic [his tɔrik] adj. 历史上著名的; 有历史意义的; 有历史性的linguistic [liŋ ɡwistik] adj. 语言的, 语言学的, 语言研究的optic [ ɔptik] adj. 眼睛的, 视觉的organic [ɔ: ɡænik] adj. 器官的；有机的photosynthetic [ fəutəusin θetik] adj. 光合的specific [spi sifik] adj. 明确的, 确切的; 具体的,特定的domestic [də mestik] adj. 本国的, 国内的；家庭的, 家用的dramatic [drə mætik] adj. 戏剧的；戏剧性的, 激动人心的clinic [ klinik] n. 诊所critic ['kritik] n. 批评家, 评论家carbolic [kɑ: bɔlik] adj. 碳的demographic [demə ɡræfik] adj. 人口统计学的economic [ ɪkə nɔmik] adj. 经济的, 经济学的Dauthorized [ ɔ:θəraizd]adj. 权威认可的,审定的,经授权的avoid [ə vɔid]vt. 避开, 避免, 预防void [vɔid] adj. 空的, 空虚的breed [bri:d]vt. & vi. 生育; 繁殖n. 种, 品种brood [bru:d] vt. & vi. 孵蛋compound [ kɔmpaund] n. 复合物, 化合物complicated [ kɔmplikeitid] adj. 结构复杂的sophisticated [sə fistikeitid] adj. 老练的；精密的, 尖端的；高雅的, 有教养的descend [di send] vt. & vi. 下降，下来, 下去depend [di pend] vi. 依靠, 依赖fund [fʌnd] n. 基金, 专款vt. 为…提供资金, 给…拨款grand [ɡrænd] adj. 壮丽的, 宏伟的grind [ɡraind] vt. & vi. 磨碎; 嚼碎liquid [ likwid] n. 液体adj. 液体的, 液态的fluid [ flu:ɪd] n. 液体adj. 液体的, 液态的valid [və liditi] adj. 有效的invalid [in vælid] adj. 无用的, 无效的isolated [ aisəleitid] adj. 孤立的, 单独的；隔离的; 与世隔绝的mould [məuld] n. 铸模, 模型vt. 用模子做, 浇铸proceed [prə si:d] vi. 进行reward [ri wɔ:d] n. 报酬, 报答, 奖赏, 报偿recommend [ rekə mend] vt. 推荐qualified [ kwɔlifaid] adj. 有资格的, 适合的, 胜任的exceed [ik si:d] vt. 超过; 超越expand [iks pænd] vt. & vi. 使…变大, 扩大, 扩张destined [ destind] adj. 命中注定的, 预定的Eeducate [ edju:keit] vt. 教育, 教导; 培养, 训练eligible [ elidʒəbl] adj. 有资格当选的, 有条件被选中的emerge [i mə:dʒ] vi. 出现; 显出; 暴露expansive [iks pænsiv] adj. 可扩大的; 广阔的mantle [ mæntl] n. 地幔reserve [ri zə:v] vt. 保留（储备）某物accessible [æk sesəbl] adj. 可接近的；可进入的accommodate [ə kɔmədeit] vt. 容纳;向…提供住处achieve [ə tʃi:v] vt. 实现, 达到, 完成advance [əd vɑ:ns] vt. & vi. (使)前进, (使)发展; 促进advantage [əd vɑ:ntidʒ] n. 有利条件, 有利因素, 优势disadvantage [ disəd vɑ:ntidʒ] n. 不利条件，不利因素，劣势aggressive [ə ɡresiv] adj. 好争斗的, 挑衅的, 侵略性的alternative [ɔ:l tə:nətiv] adj.二选一的；n. 选择alternate [ɔ:l tə:nit] v. 轮流atmosphere [ ætməsfiə] n. 大气, 大气层analyse [ ænəlaiz] vt. 分析, 分解, 解释antique [æn ti:k] n. 古玩, 古董, 古物hemisphere [ hemi sfiə]n. 半球appliance [ə plaiəns] n. 器具，装置appreciate [ə pri:ʃieit] vt. 感激, 感谢appropriate [ə prəupriit] adj. 适当的, 恰当的architecture [ ɑ:kitektʃə] n. 建筑学phase [feiz] n. 阶段; 局面, 方面associate [ə səuʃieit] vt. & vi. 使联合; 结交, 结伙athlete [ æθli:t] n. 运动员, 体育家available [ə veiləbl] adj. 可用的或可得到的; 可会见的bakelite [ beikəlait]n. 酚醛塑料,人造树胶,电木calorie [ kæləri] n. 卡路里, 卡(热量单位)sequence [ si:kwəns] n. 有关联的一组事物, 一连串；先后次序, 顺序, 连续consequence [ kɔnsikwəns] n. 结果, 后果conservative [kən sə:vətiv] adj. 保守的；n. 保守的人preserve [pri zə:v] vt. 保护subsequence [ sʌbsikwəns] n. 后继,随后conserve [kən sə:v] vt. 保护, 保藏, 保存preservative [pri zə:vətiv] adj. 防腐的；n. 防腐剂considerate [kən sidərit] adj. 体贴的considerable [kən sidərəbl] adj. 可观的，重要的constitute [ kɔnstitju:t] vt. 构成, 组成contemplate [ kɔntempleit] vt. & vi. 深思, 细想, 仔细考虑cope [kəup] vi. 成功地应付; 对付creative [kri eitiv] adj. 创造性的database [ deitə] n. 资料库date [deit] n. 日期, 日子vt. & vi. 与人约会, 相约creature [ kri:tʃə] n. 生物，动物core [kɔ:] n. 果核, 核心, 精髓, 要点create [kri eit] vt. 创造, 创作, 创建cue [kju:] n. 提示clue [klu:] n. 线索, 提示cycle [ saikl] n. 循环, 周期recycle [ ri: saikl] vt. 回收利用decade [ dekeid] n. 十年, 十年间decline [di klain] n. 下降, 减少, 衰退vt. & vi. 辞谢; 谢绝(邀请等) destructive [dis trʌktiv] adj. 破坏性的, 毁灭性的device [di vais] n. 装置, 设备, 器具devise [di vaiz] vt. 想出; 计划; 设计; 发明discipline [ disiplin] n. 学科; 纪律; 处罚, 处分disciple [di saipl] n. 信徒, 门徒dispose [dis pəuz] vt. & vi. 处理; 处置disposable [dis pəuzəbl] adj. 用完可弃的，一次性的due [dju:] adj. 应支付[给予]的；到期的dye [dai] n. 染料, 染色vt. & vi. 给…上色; 着色title [ taitl] n. 头衔，标题entitle [in taitl] vt. 使有资格; 使有权；给…题名erode [i rəud] vt. & vi. 侵蚀, 腐蚀essence [ esns] n. 本质, 实质, 要素estimate [ estimeit] n. 估计, 估价overestimate [ əuvər estimeit] vt. 高估underestimate [ ʌndər estimeit] vt. 低估evolve [i vɔlv] vt. & vi. 演变; 进化excessive [ik sesiv] adj. 过度的, 过分的exclude [iks klu:d] vt. 排除; 不包括在内exclusive [iks klu:siv] adj. 高级的, 奢华的n. 独家新闻finite [ fainait] adj. 有限的, 有限度的finitude [ fainitju:d] n. 界限,限制infinite [ infinit] adj. 无限的, 无穷的, 无边无际的fragile [ frædʒail] adj. 易碎的, 脆弱的frame [freim] n. 结构，框架gasoline [ ɡæsəli:n] n. 汽油gene [dʒi:n] n. 基因generate [ dʒenəreit] vt. 生成, 产生glucose [ ɡlu:kəus] n. 葡萄糖guarantee [ ɡærən ti:] vt. 保证; 担保n. 保证, 保障handle [ hændl] vt. 处理, 应付, 对待herbivore [ hə:bivɔ:] n. 食草动物hormone [ hɔ:məun] n. 荷尔蒙, 激素hypothesize [hai pɔθisis] v. 假设,假定,猜测illiterate [i litərit] adj. 目不识丁的, 文盲的immunize [ imjunaiz] vt. 使某人免疫immune [i mju:n] adj. 免疫的, 有免疫力的; 不受影响的impressive [im presiv] adj. 给人印象深刻的, 感人的incentive [in sentiv] n. 激励某人做某事的事物; 刺激; 诱因, 动机motive [ məutiv] n. 动机, 目的incidence [ insidəns] n. 发生率, 影响范围coincidence [kəu insidəns] n. 巧合indigene [ indidʒi:n] n. 土生的动植物,土著,当地人induce [in dju:s] vt. 引诱, 劝导deduce [di dju:s] vt. 推论, 演绎seduce [si dju:s] vt. 色诱, 勾引source [sɔ:s] n. 源头；提供消息者, 消息来源heritage [ heritidʒ] n. 遗产, 继承物initiate [i niʃieit] vt. 开始, 着手innovative [ inəuveitiv] adj. 创新的instinctive [in stiŋktiv] adj. 凭本能的, 天生的, 直觉的institute [ institju:t] vt. 建立, 制定; 开始, 着手n. 学会; 协会; 学院institutionalize [ ɪnsti tju:ʃənəlaiz] vt. 使(某事物)制度化intense [in tens] adj. 强烈的, 剧烈的; 极端的intensive [in tensiv] adj. 加强的; 密集的; 彻底的intervene [ ɪntə vi:n] vi. 干涉, 干预; 调解investigate [in vestiɡeit] vt. 调查; 审查irrigate [ iriɡeit] vt. 灌溉isolate [ aisəleit] vt. 使隔离, 使孤立, 使脱离issue [ isju:] n. 问题, 议题; 争论manufacture [ mænju fæktʃə] vt. 制造mature [mə tjuə] adj. 成熟的, 成年人的manipulate [mə nipjuleit] vt. 熟练控制[操作]marble [ mɑ:bl] n. 大理石immigrate [ imiɡreit] vi. 移居，自他国迁入emigrate [ emiɡreit] vt. 移居，自本国移出conceive [kən si:v] vt. & vi. 想出, 构想, 设想module [ mɔdju:l] n. 单元, 单位motive [ məutiv] n. 动机, 目的motivate [ məutiveit] vt. 促动; 激发, 促成multiple [ mʌltipl] adj. 多重的, 多种多样的negative [ neɡətiv] adj. 拒绝的; 消极的; 否定的positive [ pɔzitiv] adj. 确实的; 积极的; 肯定的nurture [ nə:tʃə] vt.养育; 培育, 培养n. 教养, 培育oblige [ə blaidʒ] vt. 迫使; 责成subjective [sʌb dʒektiv] adj. (思想、感情等)主观的objective [əb dʒektiv] n. 目的a. 客观的obstacle [ ɔbstəkl] n. 障碍(物), 妨碍originate [ə ridʒineit] vi. 起源于, 来自, 产生outline [ autlain] n. 轮廓, 外形vt. 概括地论述pane [pein] n. 窗玻璃postgraduate [ pəust ɡrædjuit] n. 研究生postpone [ pəust pəun] vt. 延期; 推迟previse [pri vaiz] vt. 预知predictable [pri diktəbl] adj. 可预测的prescribe [pri skraib] vt. & vi. 开药方; 指示describe [dis kraib] vt. 描写, 叙述subscribe [səb skraib] vi. 订购, 预订vt. & vi. 捐助pressure [ preʃə] n. 压力, 压强prime [praim] adj. 首要的; 主要的procedure [prə si:dʒə] n. 程序, 步骤promote [prə məut] vt. 提升, 提拔prospective [prəs pektiv] adj. 将来的, 未来的，有希望的prototype [ prəutətaip] n. 原型, 雏形, 蓝本questionnaire [ kwestiə nɛə] n. 调查表,问卷race [reis] n. 人种, 种族range [reindʒ] n. 变化幅度, 范围rate [reit] n. 比率, 率reinforce [ ri:ɪn fɔ:s] vt. 增强; 加强renaissance [ri neisns] n. 文艺复兴, 文艺复兴时期naissance [ neisəns] n. 诞生,产生replicate [ replikeit] vt. 复制; 重复duplicate [ dju:plikit] n. 复制品adj. 复制的vt. 复制responsible [ri spɔnsəbl] adj. 负有责任的, 需承担责任的response [ri spɔns] n. 回答; 回音; 答复revive [ri vaiv] vt. & vi. 恢复, 苏醒, 复活route [ru:t] n. 路线, 路程routine [ru: ti:n] n. 例行公事, 惯例, 惯常的程序scale [skeil] n. 规模, 大小, 程度, 范围schedule [ skedʒjul] vt. 排定, 安排n. 时间表, 日程安排表scheme [ski:m] vt. & vi. 策划; 图谋n. 计划, 方案sensitive [ sensitiv] adj. 敏感的，灵敏的sensible [ sensəbl] adj. 明智的serve [sə:v] vt. & vi. (为…)服务; 任(职)severe [si viə] adj. 严重的, 剧烈的significance [siɡ nifikəns] n. 意义, 含义; 重要性, 显著性state [steit] n. 状态, 状况; 国家, 政府vt. 陈述; 敘述stimulate [ stimjuleit] vt. 刺激; 激励substance [ sʌbstəns] n. 物质supreme [sju: pri:m] adj. 最高的; 至上的supervise [ sju:pəvaiz] vt. & vi. 监督, 管理summarize [ sʌməraiz] vt. 总结, 概述survive [sə vaiv] vi. 幸存, 活下来temperate [ tempərit] adj. 有节制的trace [treis] vt. 追踪; 追溯transcribe [træns kraib] vt. 抄写unique [ju: ni:k] adj. 独一无二的visible [ vizəbl] adj. 看得见的, 可见的temperature [ tempəritʃə] n. 温度, 气温zone [zəun] n. 区域, 地带liberate [ libəreit] vt. 解放, 释放juvenile [ dʒu:vinail] adj. 少年的lifetime [ laif taim] n. 一生; 寿命literature [ litəritʃə] n. 文学, 文学作品perspective [pə spektiv] n. 远景, 景; 观点, 想法carnivore [ kɑ:nivɔ:] n. 食肉动物, 食虫植物facilitate [fə siliteit] vt. 使便利, 减轻…的困难fibre [ faibə] n. 纤维; 纤维质distinctive [dis tiŋktiv] adj. 有特色的, 与众不同的diverse [dai vəs] adj. 不同的, 多种多样的dome [dəum] n. 圆屋顶climate [ klaimit] n. 气候cognize [kɔɡ naiz] vt. 认知,认识cognitive [ kɔɡnitiv] adj. 认知的，认识的recognize [ rekəɡnaiz] v. 认出commerce [ kɔmə:s] n. 商业, 贸易committee [kə miti] n. 委员会; 全体委员concentrate [ kɔnsəntreit] vt. & vi. 专心于; 注意；浓缩crime [kraim] n. 罪, 罪行, 犯罪crusade [kru: seid] n. 十字军东侵; (宗教性的)圣战; [喻]讨伐; 改革运动demonstrate [ demənstreit] vt. 说明, 演示dominate [ dɔmineit] v. 支配，占优势despite [dis pait] prep. 不管, 尽管candidate [ kændidit] n. 申请求职者, 候选人curve [kə:v] n. 曲线, 弧线FGdrug [drʌɡ] n. 药物, 药剂, 药材drag [dræɡ] vt. 拖, 拉, 拽surrounding [sə raundiŋ] n. 围绕物,环境willing [ wiliŋ] adj. 愿意的demanding [di mɑ:ndiŋ] adj. 苛求的;使人吃力的;高要求的everlasting [ evə lɑ:stiŋ] adj. 永久的, 永恒的Happroach [ə prəutʃ] vt. & vi. 接近, 走近, 靠近；n. 方法british [ britiʃ] adj. 不列颠的, 英国的, 英国人的smash [smæʃ] vt. & vi. 打碎; 捣烂switch [switʃ] vt. & vi. 转变, 改变vt. 转换distinguish [dis tiŋɡwiʃ] vt. & vi. 辨别, 区别graph [ɡrɑ:f] n. 图表I JKframework [ freimwə:k] n. 构架; 结构block [blɔk] n. 障碍(物), 阻塞(物) vt. 堵塞, 阻塞clerk [klɑ:k] n. 办事员, 职员track [træk] n. 踪迹, 痕迹vt. 跟踪, 追踪Lanalytical [ ænə litikəl] adj. 分析的artificial [ ɑ:ti fiʃəl] adj. 人造的, 人工的, 假的superficial [ sju:pə fiʃəl] adj. 肤浅的, 浅薄的; 缺乏深度的avail [ə veil] n. 效用, 利益vi. 有用, 有利vt. 有利于biological [ baiə lɔdʒikəl] adj. 生物学的constitutional [ kɔnsti tju:ʃənl] adj. 宪法规定的, 合乎宪法的; 体质上的traditional [trə diʃən] adj. 传统的, 惯例的conventional [kən venʃənl] adj. 通常的，传统的essential [i senʃəl] adj. 必不可少的; 非常重要的；本质的, 实质的functional [ fʌŋkʃənl] adj. 有用的, 实用的petrol [ petrəl] n. 汽油fundamental [ fʌndə mentəl] adj. 基本的; 重要的, 必要的fossil [ fɔsl] n. 化石global [ ɡləubəl] adj. 全球的, 全世界的handful [ hændful] adj. 一把, 少数identical [ai dentikəl] adj. 同一的aboriginal [ æbə ridʒənl] adj. (尤指人)从很早的时期就居住于某地的; 土著的individual [ ɪndi vidjuəl] adj. 单独的, 个人的initial [i niʃəl] adj. 最初的, 开头的historical [his tɔrikəl] adj. 历史(学)的institutional [ ɪnsti tju:ʃənəl] adj. 由来已久的, 习以为常的internal [in tə:nəl] adj. 内部的external [eks tə:nl] adj. 外面的, 外部的herbal [ hə:bəl] adj. 药草的liberal [ libərəl] adj. 心胸宽阔的, 无偏见的；慷慨的, 大方的lexical [ leksikəl] adj. 词汇的bilingual [bai liŋɡwəl] adj. 两种语言的; 能说两种语言的trilingual [trai liŋɡwəl] adj. 能讲三种语言的,使用三种语言的literal [ litərəl] adj. 照字面的, 原义的manual [ mænjuəl] adj. 用手的, 手工的n. 手册, 指南metal [ metl] n. 金属adj. 金属制的mental [ mentl] adj. 精神的, 头脑的, 心理的, 智力的visual [ viʒuəl] adj. 视觉的, 看得见的vertical [ və:tikəl] adj. 垂直的, 竖的zoological [ zəuə lɔdʒikəl] adj. 动物学的tutorial [tju tɔ:riəl] adj. 家庭教师的; 指导教师seal [si:l] n. 海豹vt. 密封sentimental [ senti mentl] adj. 伤感的, 多愁善感的serial [ siəriəl] adj. 连续的, 一系列的signal [ siɡnəl] n. 信号, 暗号steel [sti:l] n. 钢, 钢铁substantial [səb stænʃəl] adj. 大量的, 可观的psychological [ saikə lɔdʒikəl] adj. 心理的; 精神的；心理学的reveal [ri vi:l] vt. 泄露; 透露survival [sə vaivəl] n. 幸存, 生存nickel [ nikəl] n. 镍occasional [ə keiʒənəl] adj. 偶尔的, 不经常的optical [ ɔptikəl] adj. 视觉的；光学的oriental [ ɔ:ri entəl] adj. 东方的n. 东方人original [ə ridʒinəl] adj. 起初的; 原来的panel [ pænəl] n. 面板perpetual [pə petʃuəl] adj. 永久的; 终身的eternal [i: tə:nl] adj. 永恒的, 永久的mammal [ mæməl] n. 哺乳动物moral [ mɔ:rəl] adj. 道德上的, 有道德的mortal [ mɔ:təl] adj. 终有一死的immortal [i mɔ:tl] adj. 不朽的; 流芳百世的pharmaceutical [ fɑ:mə sju:tikəl] adj. 制药的; 配药的phenomenal [fi nɔminl] adj. 现象的, 有关自然现象的; 非凡的physical [ fizikəl] adj. 身体的, 肉体的festival [ festəvəl] n. 节日, 节期, 喜庆日carnival [ kɑ:nivəl] n. 狂欢节; 嘉年华会financial [fai nænʃəl] adj. 财政的, 金融的equal [ i:kwəl] adj. 相等的, 同样的educational [ edju keiʃənl] adj. 教育的tropical [ trɔpikəl] adj. 热带的; 炎热的cell [sel] n. 〈生〉细胞chemical [ kemikəl] n. 化学品criminal [ kriminəl] n. 罪犯, 犯人critical ['kritikəl] adj. 决定性的, 关键性的, 危急的crystal [ kristəl] n. 水晶commercial [kə mə:ʃəl] adj. 商业的；n. 商业广告Mmaximum [ mæksiməm] adj. 最大值的, 最大量的n. 最大的量、体积、强度等minimum [ miniməm] adj. 最低的, 最小的n. 最低限度, 最小量medium [ mi:djəm] n. 媒介, 手段, 方法, 工具victim [ viktim] n. 牺牲者transform [træns fɔ:m] vt. & vi. 改变steam [sti:m] n. 蒸汽stream [stri:m] n. 小河, 溪流problem [ prɔbləm] n. 问题, 疑难问题organism [ ɔ:ɡənizəm] n. 生物体; 有机体term [tə:m] n. 学期, 任期；术语diagram [ daiəɡræm] n. 图解, 简图, 图表curriculum [kə rikjuləm] n. 总课程Naccommodation [ə kɔmə deiʃən] n. 住处，膳宿aggression [ə ɡreʃən] n. 进攻，侵略application [ æpli keiʃən] n. 申请，适用appreciation [ə pri:ʃi eiʃən] n. 赏识，感激assign [ə sain] vt. 分配; 交给association [ə səuʃi eiʃən] n. 联合；社团baleen [bə li:n] n. 鲸须Britain [ britən] n. 不列颠, 英国conservation [ kɔnsə veiʃən] n. 保存，保护preservation [ prezə veiʃən] n. 保存，防腐constitution [ kɔnsti tju:ʃən] n. 宪法, 法规, 章程; 构造convention [kən venʃən] n.习俗, 惯例tradition [trə diʃən] n. 传统creation [kri eiʃən] n. 创造，创作emission [i miʃən] n. 排放(物)erosion [i rəuʒən]n. 腐蚀, 侵蚀eruption [i rʌpʃən] n. 喷发, 爆发equation [i kweiʃən] n. 方程式, 等式evolution [ i:və lu:ʃən] n. 演变; 进化; 发展revolution [ revə lu:ʃən] n. 革命generation [ dʒenə reiʃən] n. 同时代的人, 一代人, 一代function [ fʌŋkʃən] adj. 时常发生的,频繁的,屡次的even [ i:vən] adj. 平的, 平坦的; 相等的, 均衡的identification [ai dentifi keiʃən] n. 鉴定, 验明, 认出; 身份证明illustration [ ɪlə streiʃən] n. 图解, 插画, 证明, 例证, 实例innovation [ ɪnəu veiʃən] n. 改革, 革新, 创新institution [ ɪnsti tju:ʃən] n. 惯例, 习俗; 制度mason [ meisn] n. 石匠, 砖瓦匠molten [ məultən] adj. 熔化的; 熔融的conception [kən sepʃən] n. 思想, 观念, 概念misconception [ miskən sepʃən] n. 误解, 错误想法, 错误印象tuition [tju iʃən] n. 教诲; 教学; 讲授; 学费urban [ ə:bənai zeiʃən] adj. 独一无二的urbanization [ ə:bənai zeiʃən] n. 城市化vision [ viʒən] n. 视力, 视觉vitamin [ vitəmin] n. 维生素threaten [ θretən] vt. & vi. 恐吓, 威胁transportation [ trænspɔ: teiʃən] n. 运送, 运输reservation [ rezə veiʃən] n. 保留, 预定, 保留品, 保留地ribbon [ ribən] n. 带, 缎带, 丝带sedimentation [ sedimen teiʃən] n. 沉淀,沉降registration [ redʒis treiʃən] n. 登记, 注册strengthen [ streŋθn] vt. & vi. 加强, 巩固orientation [ ɔ:rien teiʃən] n. 方向, 目标origin [ ɔridʒin] n. 起点; 来源oxygen [ ɔksidʒən] n. 氧, 氧气pattern [ pætən] n. 型, 样式; 方式, 形式phenomenon [fi nɔminən] n. 现象physician [fi ziʃən] n. 医生, 内科医生presentation [ prezən teiʃən] n.(正式)介绍, 引见; 呈现; 展示promotion [prə məuʃən] n. 提升, 晋级proportion [prə pɔ:ʃən] n. 比例，部分motion [ məuʃən] n. (物体的)运动, 移动motivation [ məuti veiʃən] n. 动力; 动机; 诱因occasion [ə keiʒən] n. 场合obligation [ ɔbli ɡeiʃən] n. 义务; 责任irrigation [ iri ɡeiʃən] n. 灌溉,冲洗lifespan [ laifspæn] n. (动植物的)寿命mediterranean [ meditə reinjən] adj. 地中海的education [ edju: keiʃən] n. 经济学excursion [iks kə:ʃən] n. 远足, 短途旅行expansion [iks pænʃən] n. 扩大, 扩张extinction [iks tiŋkʃən] n. 熄灭, 消灭, 灭绝; 废除organ [ ɔ:ɡən] n. 器官span [spæn] n. 跨度, 跨径spin [spin] vt. & vi. 使…旋转distinction [dis tiŋkʃən] n. 区别, 明显差别, 特征；卓越, 优秀, 盛名diversification [daivə:sifi keiʃən] n. 变化,多样化dissertation [ disə teiʃən] n. (专题)论述; 长篇学术论文; 博士学位论文destination [ desti neiʃən] n. 目的地, 终点destruction [dis trʌkʃən] n. 破坏, 毁灭complain [kəm plein] vt. & vi. 抱怨, 诉苦; 投诉congestion [kən dʒestʃən]sin [sin] n. 违背宗教[道德原则]的恶行criterion [krai'tiəriən] n. (批评、判断等的)标准, 准则carbon [ kɑ:bən] n. 碳campaign [kæm pein] n. 运动, 战役cetacean [si teiʃən] n. 海洋哺乳动物cognition [kɔɡ niʃən] n. 认知，认识domain [dəu mein] n. 范围, 领域sign [sain] n. 标记, 符号Oaudio [ ɔ:djəu]adj. 听觉的, 声音的video [ vidiəu] n. 视频, 录像volcano [vɔl keinəu] n. 火山ratio [ reiʃiəu] n. 比, 比率Pcamp [kæmp] n. 营地trip [trip] n. 旅行, 旅游, 有目的的外出QRalter [ ɔ:ltə] vt. & vi. 改变, 更改ancestor [ einʃənt] n. 祖先author [ ɔ:θə] n. 著作家, 作者; 创造者, 创始人; 发起人consider [kən sidə] vt. & vi. 考虑copper [ kɔpə] n. 铜equator [i kweitə] n. 赤道humour [ hju:mə] n. 幽默, 诙谐, 幽默感inner [ inə] adj. 内部的, 里面的outer [ autə] adj. 外面的, 外表的harbour [ hɑ:bə] n. 海港, 港口vt. 怀着, 怀有interior [in tiəriə] n. 内部adj. 内部的exterior [eks tiəriə] n. 外面, 外表adj. 外部的, 外面的junior [ dʒu:njə] adj. 年少的, 较年幼的senior [ si:njə] adj. 年长的tutor [ tju:tə] n. 导师supervisor [ sju:pəvaizə] n. 监督者, 管理者temper [ tempə] n. 脾气, 性情reservoir [ rezəvwɑ:] n. 水库semester [si mestə]n. (尤指美国的大专院校的)学期register [ redʒistə] vt. & vi. 记录; 登记; 注册seminar [ seminɑ:] n. 研讨班, 研讨小组superior [sju piəriə] adj. (级别、地位)较高的; (品质、程度)优良的, 较好的survivor [sə vaivə] n. 幸存者layer [ leiə] n. 层, 层次lexicographer [ leksi kɔɡrəfə] n. 词典编纂者manufacturer [ mænju fæktʃərə] n. 制造商, 制造厂passenger [ pæsindʒə] n. 乘客, 旅客barrier [ bæriə] n. 栅栏; 屏障posterior [pɔ stiəriə] adj. (地位上)后面的; (时间上)在后的prior [ praiə] adj. 优先的; 在前的; 较早的processor [ prəusesə] n. 处理器projector [prə dʒektə] n. 电影放映机, 投影仪，幻灯机cellular [ seljulə] adj. 由许多小单元组成的; 蜂窝状的disorder [dis ɔ:də] n. 混乱, 杂乱, 无秩序error [ erə] n. 错误, 误差shatter [ ʃætə] vt. 砸碎, 粉碎vi. 粉碎; 纷纷散落paper [ peipə] n. 文章, 论文Saccess [ ækses] n. 通道, 入口assess [ə ses] vt. 估价, 估计analysis [ə næləsis] n. 分析，解释athletics [æθ letiks] n. 运动corpus [ kɔ:pəs] n. (书面的, 有时为口语的)资料, 文集, 汇编gas [ɡæs] n. 气体，煤气，汽油genetics [dʒinetiks] n. 遗传学focus [ fəukəs] vt. & vi. (使)集中, (使)聚集n. 焦点, 焦距; 中心hypothesis [hai pɔθisis] n. 假说, 假设, 前提impress [im pres] vt. 给…以深刻印象, 使铭记stimulus [ stimjuləs] n. 刺激物; 激励物; 促进因素indigenous [in didʒinəs] adj. 土生土长的aborigines [ æbə ridʒiniz] n. (尤指澳大利亚的)土著居民synthesis [ sinθisis] n. 综合, 综合法;〈化〉合成wilderness [ wildənis] n. 荒野; 沙漠stimulus [ stimjuləs] n. 刺激物; 激励物nevertheless [ nevəðə les] adv. 然而nonetheless [ nʌnðə les] adv. 然而luxurious [lʌɡ zjuəriəs] adj. 奢侈的; 豪华的mass [mæs] n. 大宗, 大量optics [ ɔptiks] n. 光学photosynthesis [ fəutəu sinθəsis] n. 光合作用press [pres] n. 出版社; 通讯社; 报刊, 报界, 新闻界process [ prəuses] n. 过程, 进程economics [ ɪkə nɔmiks] n. 经济学excess [ ekses] n. 超越(部分), 超出量series [ siəri:z] n. 连续的同类事物, 系列fitness [ fitnis] n. 适当,适切性; 健康chaos [ keiɔs] n. 混乱, 紊乱thesis [ θi:sis] n. 论题, 命题, 论点; 论文, 毕业(或学位)论文campus [ kæmpəs] n. 校园species [ spi:ʃi:z] n. 物种, 种Tassessment [ə sesmənt] n. 估价，估计achievement [ə tʃi:vmənt] n. 成就aspect [ æspekt] n. 方面adult [ ædʌlt] adj. 成熟的; 成年人的, 适于成年人的adolescent [ ædəu lesnt] adj. 青春期的, 青少年的agent [ eidʒənt] n. 代理人, 代理商; 经纪人analyst [ ænəlist] n. 分析家，分析者ancient [ einʃənt] adj. 古代的, 古老的anthropologist [ ænθrə pɔlədʒist] n. 人类学家archaeologist [ ɑ:ki ɔlədʒist] n. 考古学家architect [ ɑ:kitekt] n. 建筑师, 设计师respect [ris pekt] n. 着眼点, 方面contrast [ kɔntræst] n. 对比, 对照contract [kən trækt] n. 契约, 合同contact [ kɔntækt] n. 接触facet [ fæsit]n. (宝石或首饰的)小平面, 面; (事物的)面, 方面assignment [ə sainmənt] n. 工作, 任务; 分配, 指派commit [kə mit] vt. 犯罪，犯错；承诺commitment [kə mitmənt] n. 承诺, 许诺, 保证consequent [ kɔnsikwənt] adj. 作为结果的, 随之发生的subsequent [ sʌbsikwəns] adj. 随后的, 继…之后的consist [kən sist] vi. 组成, 构成consistent [kən sistənt] adj. 一贯的, 始终如一的persist [pə sist] vt. & vi. 坚持, 固执persistent [pə sistənt] adj. 持续的; 不断的tempt [tempt] vt. 引诱或怂恿(某人)干不正当的事contempt [kən tempt] n. 轻视, 轻蔑credit [ kredit] n. 信用，荣誉; 赞扬；[pl. ]学分; (簿记中的)贷方debit [ debit] n. (簿记中的)借方dependent [di pendənt] adj. 依靠的, 依赖的independent [ ɪndi pendənt] adj. 独立的element [ elimənt] n. 要素, 因素, 成分, 组成部分, 分子, 基本单位component [kəm pəunənt] n. 成分, 组成部分, 部件, 元件ingredient [in ɡri:djənt] n. (混合物的)组成部分; 配料emit [i mit] vt. 发出; 放出erupt [i rʌpt] vi. 爆发, 喷发equivalent [i kwivələnt] adj. 相等的, 相当的grant [ɡrɑ:nt] vt. 准许; 答应给予habitat [hæbitæt] n. (动物的)栖息地, 住处habitant [ hæbitənt] n. 居住者inhabit [in hæbit] vt. 居住于, 栖居于inhabitant [in hæbit] n. 居民, 住户; (栖息在某地区的)动物flat [flæt] adj. 平的, 扁平的, 平坦的n. 一套房间, 公寓套房frequent [ fri:kwənt] adj. 时常发生的,频繁的,屡次的fluent [ flu:ənt] adj. (说话、写作等)熟练的, 流畅的highlight [ hailait] vt. 强调, 突出, 使显著n. 最精彩的部分, 最重要的事情spotlight [ spɔtlait] n. 聚光灯(的光) vt. 把光线集中于; 使显著informant [in fɔ:mənt] n. 语料供应人; 讲本国语供外国人学习或研究的人inherit [in herit] vt. & vi. 继承instinct [ instiŋkt] n. 本能; 天性; 直觉interrupt [ ɪntə rʌpt] vt. & vi. 打断reluctant [ri lʌktənt] adj. 不情愿的,interact [ ɪntər ækt] vi. 相互作用[影响], 互相配合invest [in vest] vt. & vi. 投资; 花费investment [in vestmənt] n. 投资melt [melt] vt. & vi. (使)融[溶, 熔]化; 溶解concept [ kɔnsept] n. 概念; 观念; 想法transmit [trænz mit] vt. & vi. 发射, 播送, 广播transport [træns pɔ:t] vt. 传送, 运输therapist [ θerəpist] n. 治疗专家threat [θret] n. 威胁, 恐吓paramount [ pærəmaunt] adj. 最高的, 至上的; 首要的, 主要的environment [in vaiərənmənt] n. 围绕物,环境spot [spɔt] n. 斑点, 污点statement [ steitmənt] n. 声明, 陈述scent [sent] n. 气味, 香味sediment [ sedimənt] n. 沉淀物prospect [ prɔspekt] n. 景象, 景色；前景，前途psychologist [sai kɔlədʒist] n. 心理学研究者; 心理学家linguist [ liŋɡwist] n. 语言学家lobbyist [ lɔbiist] n. 游说议员者object [ ɔbdʒikt] n. 物体subject [ sʌbdʒikt] n. 主题; 题目; 问题passport [ pɑ:spɔ:t] n. 护照patent [ peitənt] n. 专利, 专利权permanent [ pə:mənənt] adj. 永久(性)的, 固定的viewpoint [ vju:pɔint] n. 观点, 意见, 角度orient [ ɔ:riənt] n. 东方extract [iks trækt] vt. (费力地)拔出, 抽出；提取, 榨出fault [fɔ:lt] n. 瑕疵defect [di fekt] n. 缺点predict [pri dikt] vt. & vi. 预言; 预测; 预示script [skript] n. 剧本, 脚本, 讲稿transcript [ trænskript] n. 成绩单; 抄本; 副本project [prə dʒekt] vt. 投掷, 抛出, 发射; 投影, 上映represent [ repri zent] vt. 表现, 描绘; 代表, 象征, 表示shift [ʃift] vt. & vi. 改变, 变换, 转移, 移动significant [siɡ nifikənt] adj. 有意义的; 意味深长的; 重要的, 重大的economist [i kɔnəmist] n. 经济学家, 经济专家extinct [iks tiŋkt] adj. 灭绝的, 绝种的emergent [i mə:dʒənt] adj. 紧急的，突然出现的fit [fit] vt. & vi. (使)适合adj. 合适的, 适宜的, 健康的congest [kən dʒest] vt. 充满, 拥挤current [ kʌrənt] adj. 现在的, 现行的deposit [di pɔzit] n. 矿藏, 沉淀物;储蓄, 存款; 订金, 押金, 保证金chart [tʃɑ:t] n. 图表distinct [dis tiŋkt] adj. 截然不同的, 完全分开的document [ dɔkjumənt] n. 公文, 文件, 文献dominant [ dɔminənt] adj. 占优势的applicant [ æplikənt] n. 申请人, 求职人drought [draut] n. 干旱(时期)complaint [kəm pleint] n. 抱怨, 诉苦；疾病Uflu [flu:] n. 流行性感冒; 流感VWraw [rɔ:] adj. 天然的; 未加工过的flaw [flɔ:] n. 缺点，裂纹Xcomplex [ kɔmpleks] adj. 复合的；复杂的, 难懂的cortex [ kɔ:teks] n. (脑或其他器官的)皮层; 植物的表皮multiplex [ mʌltipleks] adj. 多元的orthodox [ ɔ:θədɔks] adj. 规范的, 公认的; 正统的Yacademy [ə kædəmi] n. 学会, 研究院agency [ eidʒənsi] n. 经销处, 代理行anthropology [ ænθrə pɔlədʒi] n. 人类学apply [ə plai] vt. 应用vt. & vi. 申请, 请求; 适用approximately [əprɔksi mətli] adv. 近似地,大约archaeology [ ɑ:ki ɔlədʒi] n. 考古学authority [ɔ: θɔriti] n. 权力, 职权; 官方, 当局; 权威, 专家biology [bai ɔlədʒi] n. 生物学consistency [kən sistənsi] n. 一致性, 连贯性；坚实度persistency [pə sistənsi] n. 固执,持续contemporary [kən tempərəri] adj. 当代的; 同时代的, 同属一个时期的contrary [ kɔntrəri] adj. 相反的, 相违的diversity [dai və:siti] n. (人在种族、民族、宗教等方面的)多样性diversify [dai və:sifai] vt. & vi. 使多样化; 多样化evolutionary [ i:və lu:ʃənəri] adj. 进化的revolutionary [ revə lu:ʃənəri] adj. 革命的frequency [ fri:kwənsi] n. 频率fluency [ fluənsi] n. 流利,流畅,雄辩geography [dʒi ɔɡrəfi] n. 地理(学)handily [ hændili] adv. 方便地identity [ai dentiti] n. 身份; 个性, 特性identify [ai dentifai] vt. 认出, 识别lay [lei] vt. 放置history [ histəri] n. 历史学；历史immunity [i mju:nəti] n. 免除; 豁免; 免疫力initially [i niʃəli] adv. 开始, 最初intensity [in tensiti] n. 强烈, 剧烈liberty [ libəti] n. 自由, 自主literacy [ litərəsi] n. 识字, 有学问lobby [ lɔbi] n. 前厅, 厅堂vt. 对(议员等)进行疏通活动summary [ sʌməri] n. 摘要, 概要superiority [sju piəri ɔriti] n. 优越(性), 优等sympathy [ simpəθi] n. 同情(心)therapy [ θerəpi] n. 疗法validity [və liditi] n. 有效; 效力; 合法性zoology [zəu ɔlədʒi] n. 动物学responsibility [ri spɔnsəˈbiliti] n. 责任psychology [sai kɔlədʒi] n. 心理学survey [sə vei] n. 调查vt.调查morality [mə ræliti] n. 道德; 德行mortality [mɔ: tæliti] n. 必死性，死亡率immortality [imɔ: tæləti] n. 不朽,不朽的声名luxury [ lʌkʃəri] n. 奢侈, 豪华；奢侈品pharmacy [ fɑ:məsi] n. 制药; 药店physiology [ fizi ɔlədʒi] n. 生理学predictability [pri diktə biliti] n. 可预言priority [prai ɔriti] adj. 优先的; 在前的; 较早的extraordinary [iks trɔ:dnəri] adj. 特别的, 非凡的, 突出的, 奇特的facility [fə siliti] n. 设备, 设施faculty [ fækəlti] n. 院, 系, 部; 全体教职员, 全体从业人员emergency [i mə:dʒənsi] n. 紧急情况,journey [ dʒə:ni] n. 旅行; 行程dramatically [drə mætikəli] adv. 戏剧地,引人注目地documentary [ dɔkju mentəri] n. 纪录片dry [drai] adj. 干的, 干燥的, 无雨的demography [di: mɔɡrəfi] n. 人口统计学destroy [dis trɔi] vt. 破坏, 毁灭destiny [ destini] n. 命运; 天命; 天数economy [i kɔnəmi] n. 经济, 理财, 节约community [kə mju:niti] n. 社区, 社会, 团体currency [ kʌrənsi] n. 通货, 货币chemistry [ kemistri] n. 化学signify [ siɡnifai] vt. 表示, 象征, 意味Z。
老年形体训练课程和计划
老年形体训练课程和计划## Senior Fitness Exercise Classes and Programs.Introduction.As we age, it is important to maintain our physical and mental health. Regular exercise can help us stay strong, flexible, and balanced. It can also help us improve our mood, sleep, and cognitive function.Types of Senior Fitness Classes.There are many different types of senior fitness classes available. Some of the most popular include:Chair yoga: This is a gentle form of yoga that is done while seated in a chair. It is a good option for people who have difficulty standing or balancing.Tai chi: This is a mind-body practice that involvesslow, flowing movements. It is a good way to improve balance, flexibility, and strength.Water aerobics: This is a type of exercise that isdone in a pool. It is a good option for people who have arthritis or other joint problems.Strength training: This type of exercise involvesusing weights to build muscle strength. It is a good way to prevent muscle loss and improve bone density.Benefits of Senior Fitness Classes.There are many benefits to participating in senior fitness classes. Some of the benefits include:Improved physical health: Exercise can help improve cardiovascular health, flexibility, and strength. It canalso help reduce the risk of falls and other injuries.Improved mental health: Exercise can help improve mood, sleep, and cognitive function. It can also reduce the riskof depression and anxiety.Social benefits: Senior fitness classes can provide a great opportunity to socialize with other seniors. This can help reduce loneliness and isolation.How to Find a Senior Fitness Class.There are many ways to find a senior fitness class. You can ask your doctor or physical therapist for recommendations. You can also check with your local community center or senior center. Many gyms and fitness centers also offer senior fitness classes.Getting Started.If you are new to exercise, it is important to start slowly. Begin with a few minutes of exercise each day and gradually increase the duration and intensity of your workouts over time. It is also important to listen to your body and rest when you need to.Staying Motivated.Staying motivated to exercise can be a challenge. Here are a few tips to help you stay on track:Set realistic goals. Don't try to do too much too soon. Start with a few small goals and gradually increase the difficulty of your workouts over time.Find an activity that you enjoy. If you don't enjoy your workout, you are less likely to stick with it. Try a few different types of exercises until you find one thatyou like.Make exercise a part of your routine. Schedule timefor exercise each day and stick to it.Find a workout buddy. Having someone to exercise with can help you stay motivated.Conclusion.Regular exercise is an important part of a healthy lifestyle for seniors. There are many different types of senior fitness classes available, so you can find one that fits your interests and abilities. Participating in a senior fitness class can help you improve your physical and mental health, and it can also provide a great opportunity to socialize with other seniors.### 老年形体训练课程和计划。
安检英语全年培训计划
安检英语全年培训计划IntroductionSecurity is a major concern for airports and airlines, as they are responsible for ensuring the safety and security of passengers, crew, and aircraft. Security training is an essential part of this responsibility, as it provides the knowledge and skills necessary to prevent and respond to security threats. This annual training plan outlines the training requirements for aviation security personnel, including security officers, screeners, and other staff involved in security operations.Training ObjectivesThe main objectives of the aviation security training program are to:1. Ensure all security personnel are fully trained and capable of performing their duties effectively and efficiently.2. Provide ongoing training to keep security personnel up-to-date with the latest security procedures and technologies.3. Enhance the security awareness and vigilance of all airport and airline staff, in order to mitigate security risks and threats.4. Ensure compliance with national and international aviation security regulations and standards.Training ContentThe training program will cover the following key areas of aviation security:1. Basic security awareness: This will provide an overview of the principles of aviation security, including the threat environment, the importance of security measures, and the role of security personnel.2. Security screening: This will cover the procedures and techniques for screening passengers, baggage, and cargo, including x-ray screening, physical searches, and the use of explosive detection equipment.3. Security operations: This will include training on access control, perimeter security, surveillance, and response to security incidents and emergencies.4. Security technologies: This will provide training on the use of security equipment and technologies, such as metal detectors, CCTV systems, and biometric identification systems.5. Security regulations: This will cover the national and international regulations and standards for aviation security, including the requirements of the International Civil Aviation Organization (ICAO) and the Transportation Security Administration (TSA).6. Behavioral detection: This will provide training on recognizing and responding to suspicious behavior, in order to identify potential security threats.Training MethodsThe training program will use a variety of methods to ensure effective learning and retention of security knowledge and skills. These will include:1. Classroom training: This will involve lectures, presentations, and discussions led by security experts and experienced instructors.2. Practical exercises: This will involve hands-on training in security procedures and techniques, including simulated security screening and response to security incidents.3. On-the-job training: This will involve shadowing experienced security personnel and learning from their on-the-job experiences and best practices.4. E-learning: This will involve self-paced online training modules and courses, which can be accessed by security personnel at their convenience.Training ScheduleThe annual training plan will be structured as follows:1. Quarterly security awareness training: This will be conducted for all airport and airline staff, to provide a basic understanding of aviation security principles and procedures. This will be a mandatory training requirement for all employees, and will be delivered through a combination of classroom training and e-learning modules.2. Bi-annual security screening training: This will be conducted for security screeners and will cover the latest screening procedures, techniques, and technologies. This will be delivered through a combination of classroom training, practical exercises, and e-learning modules.3. Annual security operations training: This will be conducted for security officers and staff involved in security operations, and will cover access control, perimeter security, surveillance, and emergency response procedures. This will be delivered through a combination of classroom training, practical exercises, and on-the-job training.Training EvaluationThe effectiveness of the training program will be evaluated through a variety of methods, including:1. Written exams: Security personnel will be required to pass written exams at the end of each training module, in order to demonstrate their understanding and retention of the training content.2. Practical assessments: Security personnel will be required to demonstrate their competency in security procedures and techniques through practical assessments, such as simulated security screening and emergency response exercises.3. Performance evaluations: The performance of security personnel will be monitored and evaluated on an ongoing basis, to ensure that they are applying their training effectively in their daily duties.ConclusionThe aviation security training program is an essential component of ensuring the safety and security of air travel. By providing comprehensive and ongoing training to security personnel, airports and airlines can ensure that they are well-prepared to prevent and respond to security threats. This annual training plan outlines the training requirements, content, methods, schedule, and evaluation mechanisms for the aviation security program, in order to ensure that security personnel are fully trained and capable of fulfilling their critical role in aviation security.。
服务员英文培训计划
服务员英文培训计划Introduction:The role of a waiter or waitress is essential in the hospitality industry, as they are responsible for providing customers with a positive dining experience. To ensure that the service standards are met, it is important to provide intensive training to all the waiters and waitresses. This training program aims to equip the staff with the necessary skills and knowledge to excel in their roles and provide outstanding customer service.Purpose:The purpose of this training program is to ensure that the waiters and waitresses are able to deliver exceptional customer service, understand the menu, and handle various situations that may arise during their interactions with customers. By providing comprehensive training, we aim to improve the overall dining experience for our customers and enhance the reputation of our restaurant.Training Objectives:1. Understand the Importance of Customer Service: Waiters and waitresses will be trained to understand the importance of customer service and how it impacts the overall dining experience. They will be taught how to create a positive and welcoming atmosphere for guests and how to handle customer complaints and feedback effectively.2. Menu Knowledge: Staff will be trained to have a thorough understanding of the menu, including the ingredients used, cooking methods, and allergen information. This will enable them to provide accurate information to customers and make suitable recommendations based on customer preferences.3. Service Skills: Waiters and waitresses will develop essential service skills, such as greeting and seating customers, taking orders, serving food and beverages, and handling payments. They will also be trained in proper etiquette and manners to ensure that the service provided is professional and courteous.4. Communication Skills: Staff will be taught effective communication skills to interact with customers in a clear, polite, and friendly manner. They will also learn how to communicate with kitchen staff and other team members to ensure smooth operations.5. Conflict Resolution: Waiters and waitresses will be trained to handle difficult situations and resolve conflicts that may arise during their interactions with customers. They will learn how to remain calm and composed in challenging situations and find amicable solutions to ensure customer satisfaction.6. Upselling Techniques: Staff will be trained to use upselling techniques to increase sales and enhance the dining experience for customers. They will learn how to suggest additionalitems, such as drinks or desserts, in a non-intrusive manner to increase the average check amount.Training Methods:The training program will utilize a combination of interactive training methods to ensure that the staff can apply their knowledge and skills effectively in a real-world environment. The following training methods will be employed:1. Classroom Training: Staff will undergo classroom training to learn about customer service, menu knowledge, and service skills. This will involve lectures, presentations, and interactive discussions to impart theoretical knowledge.2. On-the-Job Training: Staff will receive hands-on training while working on the restaurant floor. They will be paired with experienced waiters and waitresses to learn practical skills and observe how to handle various tasks effectively.3. Role-Playing: Role-playing exercises will be used to simulate different customer service scenarios. This will enable staff to practice their communication and conflict resolution skills in a controlled environment.4. Shadowing: Staff will have the opportunity to shadow senior team members to observe their interactions with customers and gain insights into best practices for providing exceptional service.5. Feedback and Evaluation: Regular feedback and evaluations will be provided to staff to identify areas for improvement and track their progress throughout the training program. Training Schedule:The training program will be divided into several modules to cover the various aspects of waiter and waitress responsibilities.Module 1: Customer Service Skills- Importance of customer service- Greeting and seating customers- Taking orders and serving food- Handling customer feedback and complaintsModule 2: Menu Knowledge- Understanding the menu items- Allergen information and dietary restrictions- Making recommendations to customers- Food and beverage pairingModule 3: Service Etiquette- Professional demeanor and demeanor- Proper manners and etiquette- Handling payments and processing orders- Teamwork and communication with kitchen staffModule 4: Conflict Resolution- Identifying and managing customer conflict- Remaining calm in challenging situations- Finding amicable solutions to customer complaints- De-escalation techniquesModule 5: Upselling Techniques- Identifying upselling opportunities- Suggestive selling techniques- Increasing the average check amount- Enhancing the dining experience for customers with additional itemsEvaluation and Certification:At the end of the training program, staff will undergo an evaluation to assess their knowledge and skills. Those who successfully complete the program will receive a certification to acknowledge their training and readiness to serve customers effectively.Conclusion:A well-trained and competent waiter or waitress is crucial to the success of any restaurant. By providing comprehensive training on customer service, menu knowledge, service skills, and communication, the staff will be better equipped to provide exceptional service to customers and contribute to the overall success of the restaurant. This training program aims to elevate the standard of service and foster a positive dining experience for customers, ultimately contributing to the success and reputation of the restaurant.。
国际培训潜水潜水导师培训记录说明书
Student Prerequisites for DM Minimum age 18
Certified SDI Rescue Diver or equivalent Provided proof of at least 40 logged dives Certified SDI Advanced Adventure Diver or equivalent Advanced certification includes experience in deep, navigation, night, and limited visibility Provide proof of current CPR, first aid, and oxygen provider (where local law permits)
Complete SDI Dive Leader Application Complete the SDI Liability Release and Express Assumption of Risk Form Collect the SDI Medical Statement Form signed by a licensed physician prior to starting the course
DIVEMASTER TRAINING RECORD
Inst Initials
Exit Requirements SDI Divemaster written examination, or online version, score of 80 percent and 100 percent remediation
Diving Environment
Date Date Date
该怎样做培训计划呢英语
该怎样做培训计划呢英语Step 1: Identify Training NeedsThe first step in developing a training plan is to identify the specific training needs of the organization. This may involve conducting a needs assessment to determine what skills and knowledge are lacking among employees. Some common methods for identifying training needs include conducting employee surveys, performance evaluations, and job analysis. During the needs assessment, it is important to involve key stakeholders, including employees, managers, and human resources professionals, to ensure that the training plan is aligned with the organization's goals and objectives. It is also important to consider any external factors, such as changes in technology or regulations, that may impact the training needs of the organization.Step 2: Set Training Goals and ObjectivesOnce the training needs have been identified, the next step is to set specific goals and objectives for the training plan. Training goals should be aligned with the overall goals of the organization and should be clear, measurable, and achievable. For example, a training goal may be to increase the sales skills of the sales team by 20% over the next six months. In addition to setting overall training goals, it is important to establish specific learning objectives for each training program or course. Learning objectives should outline what participants will be able to do or demonstrate as a result of the training. For example, a learning objective for a customer service training program may be for participants to improve their ability to handle customer complaints effectively.Step 3: Determine Training Methods and ResourcesOnce the training goals and objectives have been established, the next step is to determine the best training methods and resources to achieve those goals. There are a wide range of training methods that can be used, including instructor-led training, e-learning, on-the-job training, simulations, and role-playing exercises. Each training method has its own advantages and disadvantages, so it is important to consider the specific needs of the organization and the preferences of employees when selecting training methods.In addition to selecting training methods, it is important to determine what resources will be needed to implement the training plan. This may include training materials, facilities, equipment, and qualified trainers. It is also important to consider the cost of implementing the training plan and to develop a budget that outlines the expenses associated with training.Step 4: Develop a Training ScheduleOnce the training methods and resources have been determined, the next step is to develop a training schedule. This should outline when and where training will take place, as well asthe duration of each training program or course. It is important to consider the availability of employees when developing the training schedule, as well as any other commitments they may have. Additionally, it is important to allow for sufficient time for employees to apply what they have learned in training before moving on to the next training program.Step 5: Implement the Training PlanAfter the training plan has been developed, it is time to implement the plan. This may involve coordinating with trainers, scheduling training sessions, and ensuring that all necessary resources are in place. It is important to communicate the training plan to employees and to provide them with any necessary information or materials in advance of the training.During the implementation phase, it is also important to monitor the progress of training programs and to make any necessary adjustments to the plan. This may involve gathering feedback from participants, tracking their performance after training, and making changes to the training plan as needed.Step 6: Evaluate Training EffectivenessThe final step in developing a training plan is to evaluate the effectiveness of the training. This may involve gathering feedback from participants, assessing their performance before and after training, and measuring the impact of the training on key performance indicators. By evaluating training effectiveness, organizations can determine whether the training plan was successful in achieving its goals and objectives.In conclusion, developing an effective training plan involves identifying training needs, setting goals and objectives, determining training methods and resources, developing a training schedule, implementing the plan, and evaluating training effectiveness. By following these key steps and considerations, organizations can develop a comprehensive training plan that helps employees develop new skills, improve their performance, and ultimately contribute to the success of the organization.。
英文岗前培训计划
英文岗前培训计划1. IntroductionThe purpose of this pre-job training plan is to ensure that new employees are adequately prepared to meet the demands of their new role within the company. By providing comprehensive training, we aim to equip employees with the necessary skills and knowledge to be successful in their position.2. Training Objectives- To familiarize new employees with the company's mission, vision, and values.- To provide an overview of the company's organizational structure, policies, and procedures.- To equip new employees with the necessary technical and soft skills to perform their job effectively.- To ensure that new employees are aware of the company's safety and security procedures.- To cultivate a sense of belonging and team spirit among new employees.3. Training Content3.1 Orientation- Introduction to the company's history, mission, vision, and values.- Overview of the company's organizational structure and key departments.- Introduction to company policies, including code of conduct, confidentiality, and ethics.- Introduction to employee benefits, such as health insurance, retirement plans, and employee assistance programs.3.2 Job-specific Training- Technical training: Depending on the position, new employees will receive job-specific technical training to ensure they are proficient in the required skills and tools for their role.- Soft skills training: New employees will receive training in communication, teamwork, time management, and problem-solving skills to help them succeed in their new position.3.3 Safety and Security Training- Overview of the company's safety and security procedures, including emergency protocols, fire drills, and evacuation plans.- Training on how to handle and report workplace hazards, accidents, or incidents.3.4 Company Culture and Team Building- Introduction to the company's culture and values, as well as a focus on diversity and inclusion.- Team-building activities to help new employees build strong relationships with their colleagues and feel integrated into the company's culture.4. Training Methods- Classroom training: In-person sessions led by experienced trainers to cover the theoretical aspects of the training content.- On-the-job training: New employees will shadow experienced colleagues to learn the practical aspects of their role.- Interactive workshops and group activities: These sessions will be used to facilitate team building and soft skills development.5. Training ScheduleThe pre-job training plan will be implemented over a period of two weeks, with a combination of full-day sessions and half-day sessions to accommodate the various training components. The schedule will be as follows:- Week 1: Orientation, company policies, and safety and security training.- Week 2: Job-specific and soft skills training, as well as team-building activities.6. Training Evaluation- Ongoing feedback: New employees will have the opportunity to provide ongoing feedback on their training experience, which will be used to identify any areas for improvement.- Assessments: At the end of the training program, new employees will undergo an assessment to evaluate their understanding of the training content and their readiness to begin their new role.7. Training Resources- Training materials: Comprehensive training materials, including manuals, handouts, and presentations, will be provided to new employees to support their learning.- Trainers: Experienced trainers and subject matter experts will lead the training sessions to ensure that new employees receive high-quality instruction.8. ConclusionBy implementing this pre-job training plan, we aim to set our new employees up for success in their new roles. We are committed to providing a supportive and engaging training experience that will enable our new employees to contribute effectively to the company from day one.。
简述对物业管理人员进行培训的流程
英文回答：The training process for property managers must follow the three mainponents of pre—preparation, training content arrangements and subsequent evaluation to ensure the effectiveness and sustainability of training. The training must be preceded by a clear definition of the objectives and content of the training and a training plan, including topics, timing, location, participants, etc. The materials, tools and lecturers needed for training should be adequately prepared. Once specific training content and forms have been identified, there is a need to develop training curricula, schedule training, and choose the methods and methods of teaching. At the end of the training, aprehensive assessment must be conducted, including the evaluation of the effectiveness and performance of the training, the timely identification of problems and the adjustment of training programmes. This will ensure the effectiveness and continuity of the training, in line with the Party ' s guidelines, guidelines and policies, and provide solid guarantees for the smooth running of property management.物业管理人员的培训流程必须遵循前期准备、培训内容安排和后续评估三个主要部分，以确保培训的有效性和持续性。
培训计划英文回答怎么说
培训计划英文回答怎么说Introduction:In today's fast-paced and constantly evolving business environment, the need for ongoing training and development has never been more critical. In order to stay competitive and keep up with the demands of the market, companies must invest in the continuous improvement of their employees. A well-designed training plan can provide the necessary skills and knowledge for employees to succeed in their roles and contribute to the overall success of the organization. This training plan aims to provide a comprehensive outline of the training activities and initiatives that will be implemented to enhance the skills and competencies of our employees.Training Needs Analysis:Before implementing any training program, it is essential to conduct a thorough training needs analysis to identify the skills gaps and development areas within the organization. This will involve assessing the current skills and competencies of the employees, understanding the organizational goals and objectives, and determining the specific training needs required to achieve these goals. The training needs analysis will be conducted through a combination of surveys, interviews, and performance evaluations. The findings of this analysis will form the basis for designing the training plan and will ensure that the training activities are aligned with the organization's strategic objectives.Training Objectives:The training objectives are the specific goals and outcomes that the training program aims to achieve. These objectives will be based on the findings of the training needs analysis and will be designed to address the identified skills gaps and development areas. The training objectives will be SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) to ensure that they are clear, attainable, and measurable. The training objectives will be communicated to the employees to provide them with a clear understanding of what is expected from the training program and what they need to achieve.Training Methods:The training methods are the approaches and techniques that will be used to deliver the training content to the employees. These methods will be selected based on the specific training objectives, the learning styles of the employees, and the nature of the training content. The training methods may include classroom-based training, workshops, seminars, on-the-job training, e-learning, and coaching and mentoring. The selection of the training methods will be based on their effectiveness in delivering the content, engaging the employees, and ensuring that the learning objectives are met.Training Content:The training content is the specific material and information that will be covered in the training program. The training content will be designed to address the identified skills gaps and development areas and will be tailored to the specific needs of the employees. The training content may include technical skills, soft skills, leadership development, and industry-specific knowledge. The training content will be updated regularly to ensure that it is current and relevant to the employees' roles and responsibilities.Training Delivery:The training delivery will involve the actual implementation of the training program, including the scheduling of training sessions, the allocation of resources, and the facilitation of the training activities. The training delivery will be carefully planned and coordinated to ensure that the employees have access to the necessary resources and support to fully engage in the training program. The training delivery will involve effective communication with the employees to ensure that they are aware of the training schedule, the expectations from the training program, and the support available to them.Training Evaluation:The training evaluation is a critical component of the training plan that will measure the effectiveness and impact of the training program. The training evaluation will involve assessing the employees' learning outcomes, their performance improvements, and the overall impact of the training on the organization's goals and objectives. The training evaluation will be conducted through a combination of quantitative and qualitative methods, including pre and post-training assessments, feedback surveys, and performance reviews. The findings of the training evaluation will be used to refine and improve future training programs and to ensure that the training activities are meeting the organization's needs. Conclusion:A well-designed and strategically aligned training plan is essential for the ongoing development of employees and the success of the organization. By identifying the specific training needs, setting clear objectives, selecting effective training methods, providing relevant content, delivering the training program, and evaluating its effectiveness, companies can ensure that their employees are equipped with the necessary skills and competencies to succeed in their roles and contribute to the overall success of the organization. This training plan will serve as a guiding framework for the development of the organization's training initiatives and will support the ongoing growth and success of the employees and the organization.。
展会日程表英语作文
展会日程表英语作文Title: Exhibition ScheduleI am excited to announce the upcoming exhibition, "A Journey Through Time and Cultures," and would like to share the detailed schedule with you. This exhibition promises to be a visual treat, showcasing a diverse range of artifacts, artworks, and cultural displays from around the world.Date: August 15th to August 30th, 2023Location: Provincial Museum of Art and CultureOpening Hours:•Monday to Friday: 9:00 AM - 6:00 PM•Saturday and Sunday: 10:00 AM - 7:00 PMSpecial Events:•August 15th (Opening Day):•9:00 AM: Official Opening Ceremony•10:00 AM - 12:00 PM: Guided Tours•August 18th (Thursday):•6:00 PM - 8:00 PM: Evening Art Talk with renowned curator, Dr. Smith•August 25th (Thursday):•4:00 PM - 6:00 PM: Children's Art Workshop•August 30th (Closing Day):•5:00 PM - 6:00 PM: Farewell Ceremony and Summary of the Exhibition Exhibit Sections:1.Ancient Civilizations: Showcasing artifacts from Egypt, China, andMesoamerica.2.European Masters: Paintings and sculptures from the Renaissance toModern Art.3.Contemporary Art: Featuring works from local and internationalcontemporary artists.4.Traditional Crafts: Displaying traditional handicrafts from differentcultures.Ticket Information:•General Admission: $10•Students and Seniors: $5 (with valid ID)•Children under 12: FreeNote: Limited tickets will be available for the special events, so please book your tickets early to avoid disappointment.We hope you will join us for this fascinating exhibition that aims to bring together the best of world cultures and art. Your participation will make this event truly memorable.。
如何当外国人私人健身教练
如何当外国人私人健身教练胸部平板卧推：flat bench press 上斜卧推：incline press 下斜卧推：decline press （至于是用杠铃还是哑铃，在中间加上"barbell"-杠铃或"dumbbell"-哑铃即可。
如：incline barbell press-上斜杠铃卧推哑铃飞鸟：dumbbell flies 飞鸟架夹胸：cable crossover史密斯器械卧推（夹胸）：chest press or crossover with smith machine肱二头肌站姿杠铃弯举：standing barbell curl 坐姿哑铃弯举：seated dumbbell curl （屈臂训练凳上）杠铃或哑铃集中弯举：preacher barbell or dumbbell curl肩部和斜方肌杠铃推举：shoulder barbell lift 哑铃推举：shoulder dumbbell lift阿诺德式推举（用哑铃由内向外旋转）Anorld's lift哑铃侧平举：dumbbell lateral lift 史密斯器械推举：smith machine lift杠铃（哑铃）耸肩：barbell(dumbbell) shrug肱三头肌：哑铃臂屈伸：dumbbell overhead extension 杠铃臂屈伸：barbell overhead extension拉力器下拉：tricep pulldown 拉力器反式下拉（手背朝下）：inverted tricep pulldown窄距卧推：narrow-grip bench press俯身哑铃后举（保持大臂紧贴身体两侧）：dumbbell kickback 双杠或史密斯器械臂屈伸：dips二头动作Arm Curl（单臂弯曲）One Arm Curl（单臂弯曲）ONE ARM bicep Curl（单臂二头肌弯曲）alternate dumbell curl 交替哑铃弯举Standing Biceps Curl（站立式二头肌屈接）One Arm reverse Curl 单臂弯曲Biceps Pullover 二头肌提拉三头动作barbell reverse curl 正握杠铃弯举lying triceps extension 仰卧臂屈伸triceps extension 颈后臂屈伸Seated Triceps Extension（三头肌屈接）Tricep Pulldown（三头肌下压）胸部动作dumbell fiyes 哑铃扩胸bench press 卧推incline raise 斜板前举胸肌练习(Pec Crossover) pec[pek]n.<美口> = pectoral muscle pectoral adj.胸的角度推(Decline Press)Flat Bench Press（平躺推举）水平推举(Flat Press) Incline Bench Press（上斜式推举）Incline Press（斜式推胸）Decline Bench Press（下斜式推举）Pec Fly（蝴蝶式扩胸）Pectoral Fly（蝴蝶式扩胸）V ertical Bench Press(坐式推胸)（vertical adj.垂直的, 直立的, 顶点的, [解]头顶的n.垂直线, 垂直面, 竖向）肩部动作Delt pushdown(high pulley)（三角肌下压）one arm pullover（单臂前拉）dead lift（提举）lateral delt 三角肌后伸展frontal deltoid raise（前三角肌伸展）lateral cable raise 滑轮侧平举double dumbell raise 哑铃前平举behind-the-neck press 颈后推举bent-over lateral raise 俯身哑铃侧平举Rear Deltoid Fseated lateral raise 坐姿哑铃侧平举seated military press 坐姿颈前推Shoulder Press（肩膊推举）alternate dumbell press 交替哑铃推举背部动作one-arm dumbell row 单臂哑铃划船one-arm standing row（单臂站式拉背）Seated Mid Row（坐式拉背）bent-over row 俯身杠铃划船seated cable row 坐姿划船 Seated Row（坐式划船）standing row（站式拉背）Wide-grip chin-up 宽卧引体向上（chin-up引体向上adj.鼓舞士气的, 提高士气的（grip vt.紧握, 紧夹n.掌握, 控制, 把手v.抓住）wide-grip pull-down 宽卧下拉腰下背back hyper（背肌弯曲训练）斜方机Shoulder Shrug（站立式肩背肌拉力）Upright Row（斜方肌拉力）腹部练习abdominal crunch（腹肌练习） Ab Crunch（腹肌练习）abdominal curl 收腹bicycle 对侧元宝收腹partial curl屈腿仰卧起坐Seated Knee Raise（坐式提膝收腹）incline sit-up 斜板仰卧起坐Situps（Sit up）仰卧起坐bent-knee sit-up 屈膝仰卧起坐preacher incline curl 牧师椅臂弯举（ preacher n.传教士）push up 俯卧撑bar dip 双杠臂曲伸curl-up 屈膝两头起 pull over 颈后推/仰卧屈臂上拉小臂练习barbell wrist curl 杠铃卷腕腿部练习calf raise（腓肠肌训练）小腿训练（calf n.小牛, 小牛皮, 小腿）Seated calf （坐式腓肠肌训练）leg curl 俯卧腿弯举leg extension 坐姿腿屈伸knee lift 腿举leg press 哈克机倒深蹲（大小腿伸展）hack squat 哈克机深蹲rear leg pull 跪撑后摆腿side-leg lift 侧抬腿side-leg 侧举腿squat 深蹲（squatv.蹲坐, 蹲伏n.蹲坐adj.蹲的）hack squat（深蹲）front squat颈前深蹲pile 宽蹲lunge 箭步蹲Leg Extension（前腿肌伸展）Seated Leg Curl（坐式后腿肌屈接）Toe Raise（小腿伸展）toe-raise 提踵Inner Thigh Kick（腿内侧拉力）Outer Thigh Kick（腿外侧拉力）lying Leg Curl（卧式大腿弯曲）Glute Kick（腿后肌后蹬）elevated leg raise 侧卧举双腿crab lift 俯撑蹲起bent-over twist 俯身转体seated twist 坐姿转体side-bend 体侧屈side-knee twist 屈膝绕环/仰卧屈膝扭髋workout 训练stomach workout 腹肌训练shoulder workout 肩肌训练arm workout 臂肌训练leg workout 腿肌训练chest workout 胸肌训练back workout 背肌训练 Low Row(低拉力)Upright Row（上提）Lat Pulldown（下拉）back arch 背桥back hyperextension 山羊挺身torso-twist 负重转体up-right row 杠铃直立上拉good-morning exercise 负重屈练习健身器材英语词汇翻译Abdominal bench 腹部训练椅Abdominal 腹部前屈机Abdominal 腹部训练器Adductor 夹腿机Adjustable bench 可调式哑铃椅Allen wrench 通用扳手Arm curl 二头肌推举器Back machine 背部训练机Barbell 杠铃架Bi-axial chest press 双轴上斜推胸机Bicep curl machine 二头肌训练机Bicep 二头肌训练机Cable column 复合拉伸机Cable cross 复合飞鸟机Calf 小腿训练机Caplug 盖塞Chest mid-row 滑船机Chest press machine 坐姿推胸机Chest press 胸部推举机Chest 复合胸部训练器Cord bracket 夹线板Counter-balanced smith machine 史密斯机Countersunk socket set screw: 埋头螺丝Cover center section: 盖板中心部分Crank plate: 曲板（保留英文）Crutch tip：Cycling equipment健骑机/ 健身车Decline Olympic bench 奥林匹克下斜椅Dip chin ab 单杠提膝器Dip station 双杠练习器Display lower: 显示器下盖Display stem: 显示器支撑杆Double tier dumbbell 双层哑铃架Dual cable column 双臂训练机End cap 后盖End plaque cap 瓷花后盖endurance training 耐力训练Flat bench 扁平椅Flat bench 哑铃平椅Flat Olympic bench 奥林匹克平椅Flat/incline/decline bench 可调式哑铃椅Flush head press in stud: 埋头大头钉Freeweight dumbbell 负重哑铃Freeweight 负重Full dog point socket set: 专用螺丝Functional lift 复合抬举机Hamstring 低拉机Hip abductor 腿部外弯机Hip adductor 腿部内弯机Hyperextension 腹背训练凳IEC Free plug, shutter snap fit: 通用插头Incline Olympic bench 奥林匹克上斜椅Incline press machine 上斜推胸机Incline trainer 上斜跑步机Inner thigh adductor machine 腿部内弯机Lat high row 高位滑船机Lat machine with mid row 高拉训练机Lat pull down 高拉机训练机Lat 复合高拉机Lateral shoulder raise 肩部侧推机Leg curl machine/seated leg curl 屈腿训练机Leg extension machine 腿部伸展机Leg extension 腿部伸展机Leg press machine 腿部推蹬机Leg press 腿部推蹬机Leg press/hach squat machine 倒蹬/斜蹬机Logo wheel: 轮子（带标识）Military press 肩部推举机Multi-hip machine 臂部复合训练机Nutsert 螺母Olympic weight tree 铃片架Outer thigh abductor machine 腿部外弯机Overhead Tricep 三头肌高位训练机path of motion 动作路径PEC machine/butterfly 蝴蝶机Pedal leaver arm: 踏板臂Plate loaded squat 挂片式深蹲机Poly “V” drive pulley: V形驱动滑轮Pozi美国百老汇舞台的专业舞者，也是知名节目主持人更是健身专家Preacher curl bench 屈臂训练凳Pro-smith machine 安全杠铃练习机Quadricep 复合腿部训练机Recumbent cycle 卧式健身车Reps. (repetition) 组Ribbed insert: 扶手连杆Roller member pivot: 辊构件枢轴Roman chair/back hyperextension 罗马凳Rotary torso machine 旋转训练机Row 复合划船机Rubber boot: 橡胶支座Rubber bump stop: 橡胶缓冲器Rubber earring moulding: 橡胶基座Runner assembly 转动组件Seat carriage 座位滑动架Seated calf machine 小腿训练机Seated calf machine 坐姿小腿练习机Seated chest press 坐工推胸机Seated row machine 坐姿划船机Sets 套Shoulder press machine 肩部推举机Shoulder 复合肩部训练机Single tier dumbbell 单层哑铃架sover machine 双臂交叉训练机（大飞鸟机）Squat rack 挂片式深蹲架Squat 蹲式复合训练机Standard weight tree 铃片架Standing bicep 站式肱二头肌训练器Standing hip/multi-hip machine 臂部复合训练机Standing tricep 站式肱三头肌训练器Step hole trim L/hand: 左踏板孔饰物Step hole trim retaining block: 踏板孔饰物固定块Step 负重踏步机Stepper 台阶器strength training 力量训练Stretch corner 伸拉角Stretch zone 伸拉中心Toothed belt idler plate: 皮带惰轮锯齿板Treadmills 踏步机Tricep press down machine 三头肌训练机Tricep 复合三头肌训练机Upper back 背肌训练机Upright cycle 立式健身车Utility bench 三角椅V ertical knee raise 单杠提膝器V ertical leg press 垂直蹬腿练习器Wab board 腹肌板Weight stack 配重片weight training 负荷训练Wiring loom: 接线器2-tier horizontal dumbbell rack 哑铃架45 hyperextension 腹背训练凳单词：热身warm-up 减肥loss fat 增肌gain muscle 柔韧性柔韧性(Flexibility)减少压力reduce 增加力量increase muscle strength 协调性corrdination 平衡（Balance）循序渐进（Progressive Resistance）精神——肌肉结合（Mind—Muscle Link）停息时间(Rest Time) 心血管训练（Cardiovascular Training）体脂（Bodyfat）耐久力(Endurance) 力量（Power）伸展动作（Stretching）形体（Shape）自由调节重量(Free weights) 有氧训练（Aerobic Exercise）eg.stationary recumbent bike靠背式固定自行车treadmill跑步机eliptical trainer 椭圆运转机（有手柄的那种...跑步机）健身器械（Machines）hypertension高血压动作的行程（Range of motion）健身房英语ABC课程类：［yoga瑜伽］［spinning动感单车］［body arts身体艺术］［aerobics有氧操］［step踏板］［boxing拳击］［karate空手道］［fitball健身球操］［hot ball热力球操］［ABS(abdomen back stretch)腹背部训练］身体部位：［thigh大腿］［inner/outer thigh大腿内部／外侧］［calf(calves)小腿］［butt(buttocks)臀部］［triceps 肱三头肌］［biceps肱二头肌］［hamstring腘窝］［lower back下背（腰的部位)］健身房实用英语A．Gender. Age. Rested Heart Rate. Blood pressure. Fat percent. Muscle strength(push up). Cardiovascularability(step test). Pulse.B.Deltoid(Delts.), Biceps, Triceps, Pectoral(Pecs.), Lats, Abdominal(Abs.),Gluteus. Hamstrings. Quadriceps. Calves.C.Work out - same as excercise but more often used in oral English 锻炼身体Gym - 健身房. 是简称.Burn fat - same as loss weight but emphasis reducing fat 减脂. 也可说lose fat. 不过burn 更形象- 燃烧!Build muscle - 增肌踏步类：踏步March：两腿原地依次抬起，依次落地。
用书信的格式介绍自己的课程表英语作文
用书信的格式介绍自己的课程表英语作文全文共3篇示例，供读者参考篇1[Your Name][Your Address][City, State, ZIP Code][Email Address][Phone Number][Date]Dear [Recipient's Name],I hope this letter finds you well. I am writing to introduce myself and share with you my current course schedule. My name is [Your Name], and I am a [Grade/Year] student at [School Name]. I am excited to provide you with an overview of the classes I am taking this semester.Monday:1. English Literature (8:00 am – 9:30 am)2. Algebra II (10:00 am – 11:30 am)3. Chemistry (1:00 pm – 2:30 pm) Tuesday:1. Spanish (8:00 am – 9:30 am)2. World History (10:00 am – 11:30 am)3. Physical Education (1:00 pm – 2:30 pm) Wednesday:1. English Literature (8:00 am – 9:30 am)2. Algebra II (10:00 am – 11:30 am)3. Chemistry (1:00 pm – 2:30 pm) Thursday:1. Spanish (8:00 am – 9:30 am)2. World History (10:00 am – 11:30 am)3. Physical Education (1:00 pm – 2:30 pm) Friday:1. English Literature (8:00 am – 9:30 am)2. Algebra II (10:00 am – 11:30 am)3. Chemistry (1:00 pm – 2:30 pm)I am truly enjoying my classes this semester and finding them both challenging and engaging. I have always had a passion for literature and history, so I am particularly excited about my English Literature and World History courses. In addition, I am looking forward to expanding my knowledge in Algebra II and Chemistry to prepare for future academic challenges.I am confident that my current course schedule will help me develop important skills and knowledge that will be valuable for my future academic and professional endeavors. Thank you for taking the time to review my course schedule. I look forward to sharing more about my academic experiences with you in the future.Sincerely,[Your Name]篇2Dear friend,I hope this letter finds you well. I wanted to take this opportunity to introduce you to my current course schedule.Firstly, I am enrolled in English Literature 101, which meets every Monday and Wednesday from 9:00am to 10:30am. In this class, we are studying various works of literature from different periods and analyzing their themes and symbols. I find this course particularly interesting as it allows me to explore different cultures and perspectives through literature.Secondly, I am taking History 202 on Tuesdays and Thursdays from 1:00pm to 2:30pm. In this class, we are delving into the history of Europe during the Renaissance period. It is fascinating to learn about the art, politics, and social changes that took place during this time.Additionally, I am enrolled in Psychology 301, which meets on Fridays from 11:00am to 12:30pm. This course focuses on abnormal psychology and the various disorders that people may face. It is eye-opening to learn about the different factors that contribute to mental health issues and how they can be treated.Lastly, I am taking a physical education class on Saturdays from 10:00am to 11:30am. This class allows me to stay active and maintain a healthy lifestyle.Overall, I am enjoying my courses and finding them intellectually stimulating. I hope to hear about your own course schedule and academic pursuits soon.Best regards,[Your Name]篇3April 1, 2021Dear friend,I hope this letter finds you well. I am writing to introduce you to my current course schedule. As a student, I am always striving to challenge myself and learn new things. Below, I have listed my courses for this semester:1. English Composition 101: This course is focused on improving my writing skills through various assignments and essays. I have always enjoyed writing and I am excited to enhance my abilities in this class.2. Introduction to Psychology: This course provides a foundational understanding of human behavior and mental processes. I am fascinated by the subject and look forward to delving deeper into the complexities of the human mind.3. Calculus I: Mathematics has always been a challenging subject for me, but I am determined to improve my skills.Calculus I will push me to think critically and problem solve in new ways.4. Introduction to Sociology: I have always been interested in the study of society and social interactions. This course will provide me with a deeper understanding of how individuals are shaped by their social environments.5. Biology 101: As a science enthusiast, I am excited to learn more about the natural world through this course. Biology fascinates me and I am eager to explore the complexities of living organisms.6. Introduction to Spanish: Learning a second language has always been a goal of mine. I believe that knowing Spanish will open up new opportunities for me both academically and personally.Overall, I am excited about the courses I am taking this semester. Each class offers a unique perspective and will help me grow as a student and individual. I look forward to sharing my experiences with you throughout the semester.Best wishes,[Your Name]。
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Course Name
Course Detail
Objective
Hours Date Time Chinese PPT
PA ID
PA Course
财务业务访谈财务业务调查了解充分了解企业具体财务业务42011-9-13AM 财务主数据准备及
配置
财务主数据准备及配置
为下阶段培训准备主数据
4
2011-9-13
PM
sap 概览
从整体了解SAP
1
2011-9-14
AM
SAP 概览PPT
AC011Overview to Financial
Accounting
and Reporting fi 概览
从整体了解FI
1.5
2011-9-14
AM
FI 概览PPT
AC011Overview to Financial
Accounting
and Reporting SAP 登陆及环境介绍
了解SAP 具体环境
1.52011-9-14AM FI 概览PPT AC011Overview to Financial
Accounting
and Reporting 组织结构了解SAP 系统的组织结构0.52011-9-14PM SAP 总账PPT AC200Financial Accounting 会计科目了解SAP 系统会计科目构成0.52011-9-14PM SAP 总账PPT AC200Financial Accounting 总账业务
了解总账业务在SAP 系统如何实
现
1.52011-9-14PM SAP 总账PPT AC200Financial Accounting 账务冲销及反记账
了解如何冲销错误凭证以及实现
反记账
0.52011-9-14PM SAP 总账PPT AC200Financial Accounting 总账报表了解总账报表
0.52011-9-14PM SAP 总账PPT AC200Financial Accounting 报表合并了解SAP 系统如何进行报表合并0.52011-9-14PM SAP 总账PPT AC200Financial Accounting 统驭科目了解什么是统驭科目，如何实现
客户记账
0.52011-9-15AM SAP 应收PPT AC200Financial Accounting 客户用户能在系统创建客户0.52011-9-15AM SAP 应收PPT AC200Financial Accounting 发票
用户可以在系统创建发票0.52011-9-15AM SAP 应收PPT AC200Financial Accounting 客户清帐如何实现客户未清项清帐12011-9-15AM SAP 应收PPT AC200Financial Accounting 金税系统接口如何实现SAP 与金税系统集成
0.52011-9-15AM SAP 应收PPT AC200Financial Accounting 客户报表了解如何查询客户报表0.52011-9-15AM SAP 应收PPT AC200Financial Accounting 客户清帐重置冲销
如何实现已清客户的冲销0.52011-9-15AM SAP 应收PPT AC200Financial Accounting 统驭科目了解什么是统驭科目，如何实现
供应商记账
0.52011-9-15PM SAP 应付PPT AC200Financial Accounting 供应商用户能在系统创建供应商0.52011-9-15PM SAP 应付PPT AC200Financial Accounting 发票校验
懂得发票校验的意义以及操作
0.52011-9-15PM SAP 应付PPT AC200Financial Accounting 供应商清帐如何实现供应商清帐12011-9-15PM SAP 应付PPT AC200Financial Accounting 供应商清帐重置冲销
已清供应商账务如何冲销0.52011-9-15PM SAP 应付PPT AC200Financial Accounting 客户转账如何实现供应商转账0.52011-9-15PM SAP 应付PPT AC200Financial Accounting 供应商报表如何查询供应商报表0.52011-9-15PM SAP 应付PPT AC200Financial Accounting 资产主数据如何建立资产主数据0.52011-9-16AM SAP 应付PPT AC305Asset Accounting 无形资产如何建立无形资产主数据0.52011-9-16AM SAP 资产PPT AC305Asset Accounting 卡片管理低值易耗品
如何建立低值易耗品主数据
0.52011-9-16AM SAP 资产PPT AC305Asset Accounting 资产折旧资产如何折旧12011-9-16AM SAP 资产PPT AC305Asset Accounting 资产减值准备资产如何提减值准备0.52011-9-16AM SAP 资产PPT AC305Asset Accounting 资产递延递延业务如何处理0.52011-9-16AM SAP 资产PPT AC305Asset Accounting 资产报废资产如何报废0.52011-9-16AM SAP 资产PPT AC305Asset Accounting 项目结构了解项目的结构12011-9-16PM SAP 资产PPT AC305Asset Accounting 项目月结
了解项目如何月结0.52011-9-16PM SAP 资产PPT AC305Asset Accounting 项目成本了解怎样去查看项目成本
0.52011-9-16PM SAP 资产PPT AC305Asset Accounting 在建工程了解在建工程12011-9-16PM SAP 资产PPT AC305Asset Accounting 在建工程转资
了解在建工程如何转资
12011-9-16PM SAP 资产PPT AC305Asset Accounting 财务月结财务月结了解财务月结42011-9-17AM SAP 月结清单
AC205
Financial Closing
复习、提问
复习、提问
全面复习财务模块知识
4
2011-9-17
PM
资产
资产、项目
SAP 财务概览
总账
应收
应付
Renaissance SAP FI PA Training Plan (类型C: 企业短期定制培训)
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