人力资源管理师(二级)英语作文,上次考到原题了,呵呵

P51

Job Description

Position logistics manager Department logistics department

Accountable to CEO Salary/pay grade 4

[ yes ] 35 – 40 hrs/wk [ ] 20 – 35 hrs/wk [ ] less than 20 hrs/wk

Job summary

Developing and improving logistics operation system and procedures; Assisting in other logistics work as required, and ensure that all of the responsibilities pertaining to the logistics department are met.

Responsibilities/daily tasks

Dealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;

Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;

Performing daily system record updating and main training for in-time and accurate logistics related data;

Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation;

Qualifications

College degree or above in job-related majors;

Minimum 1 to 2 years experience in related field in Wai Gao Qiao Free Trade Zone, manufacturing environment preferred; basic knowledge of import/export Process;

Very good oral and written language skills in English and Chinese;

Proficiency with computer, familiar with MS Windows and Office, ERP/MRP system experience is preferred;

Good communication skill, high degree of responsibility sense, personal integrity and honesty. Relations of the position to others in the company

Administration department; Marketing department; Manufacturing department; Purchasing department etc.

P85

Letter Confirming Employment

Dear Mr. Zhang:

I am pleased that you have accepted the position of logistics manager at our company, starting on May

22nd .You shall perform the following duties and have the following responsibilities:

Dealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;

Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;

Performing daily system record updating and main training for in-time and accurate logistics related data;

Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation;

Please note that these duties and responsibilities are not exhaustive and that you may be expected to perform other reasonable duties and responsibilities should the need arise.

Subject to statutory holidays, your working hours are from 9:00 to 17:00, Monday through Friday, with a 1 hour lunch break and 15 minutes coffee breaks.

Your starting salary/wage is RMB 8000/month. You will be on probation for 3 months during which time we may terminate your employment at any time without notice or payment.

Your supervisor is Frank Ma. Please see him on your first day and he will help you get settled.

I look forward to working with you. If you have any questions, please do not hesitate to contact me.

Yours truly,

Nancy Huang

Manager of HR Department

Employee Termination Letter

Dear Joe:

It is with sincere regret that I must inform you that your employment at Unocal Company will be terminated as of May 22nd, 2004.

As you know, the Downsizing Task Force delivered their report to the general manager in late May, 2004. Among the task force recommendations was the elimination of all temporary and contract positions. Since you occupy a temporary position, your position is automatically subject to

the task force recommendations.

I would like to make it absolutely clear that in no way does your termination reflect that the company is in any way unhappy with your work performance over the past 16 months. In fact, you have been highly regarded as one of our most productive contract staff. Unfortunately, you and the other non-permanent staff that are being let go are simply a reflection of the general economic downturn over the past year.

In an effort to try to reduce the impact of this termination, the company has worked out a severance arrangement that will give you one week's pay for each month you worked beyond 12 months. In your case this will amount to 8 weeks of severance pay. In addition, your medical coverage will remain in effect until the end of the severance period. You will soon receive a letter from the Human Resources Department with all of the details on the severance package.

Joe, given your qualifications and proven abilities, I am confident that you will be able to find another position in the relatively near future. If you would like, I would be pleased to write a recommendation letter for you, to help with your job search.

Yours truly,

Nancy Huang

Manager of HR Department

Recruitment AD

Wieland Metals Shanghai Limited is a wholly foreign owned member of the globally operating Wieland Group with Headquarters in Germany, more than 6000 employees world-wide and production facilities in Europe, USA, South Africa, Singapore and China.

Our business operation in Asia focus on production and distribution of high-performance products of copper and copper alloys for the semi-conductor, telecommunications and electronic industries.

At our plant in Shanghai we are processing hundreds of tons of material every month and are constantly expanding our Asian business operations, particularly in China. To support the growth of our operations we are looking for young talents who are eager to take on great opportunities and challenges in a young, international team!

Logistics Manager (one person)

Responsibilities:

Dealing with daily logistics work, including material receiving, goods shipping, license related application and customs clearance, to ensure all import/export and inland transactions run smoothly and effectively;

Coordinating with local government for license application, commodity inspection and periodic audit for Customs Manufacturing Book and Bonded Warehouse Register Book etc;

Performing daily system record updating and main training for in-time and accurate logistics related data;

Keeping close cooperation with local/overseas logistics service supplier, such as Forwarder, Broker, Transportation Company etc. to ensure smooth operation;

Qualifications:

College degree or above in job-related majors;

Minimum 1 to 2 years experience in related field in Wai Gao Qiao Free Trade Zone, manufacturing environment preferred; basic knowledge of import/export Process;

Very good oral and written language skills in English and Chinese;

Proficiency with computer, familiar with MS Windows and Office, ERP/MRP system experience is preferred;

Good communication skill, high degree of responsibility sense, personal integrity and honesty.

If you are a person taking in initiatives, if your are highly self-motivated and responsible, willing to contribute to a strong team and to learn new things, then you are our candidate and should send your application to: Jeanne.hu@https://www.360docs.net/doc/9211753705.html, by e-mail.

P87

Secrecy and Noncompetition Covenant

The undersigned Employee hereby promises the Employer:

1. To keep the Employer’s business secrets, including but not limited to customer, supplier, logistical, financial, research, and development information, confidential and not to disclose the Employer’s business secrets to any third party during and after the term of the Employee’s employment;

2.That, on the termination of the Employee’s employment with the Employer for any reason,

the Employee will not operate a securities business or in any way aid and assist any other person to operate such a business in Hong Kong for a period of 1 year from the date of termination of the Employee’s employment;

3. That, on the termination of the Employee’s employment with the Employer for any

reason, the Employee will not solicit any customer of the Employer that was a customer of the Employer during the course of the Employee’s employment with the Employer, whether or not still a customer of the Employer and whether or not knowledge of the customer is considered confidential information, or in any way aid and assist any other person to solicit any such customer for a period of 3 years from the date of termination of the Employee’s employment.

If any part of these promises is void for any reason, the undersigned accepts that it may be severed without affecting the validity or enforceability of the balance of the promises.

Given under seal on May 22.

Signed, sealed, and delivered in the presence of:

Nancy Huang Joe Zhang

(Signature of Witness) (Signature of Employee) for the Employee.

P201

Part-time Contract

This is a contract between Wieland Metals Shanghai Limited and their appointed representative and:

Name: Joe Zhang

Position: trainer

Terms and Conditions

1.Employment period

This contract is from 01 September 2003 to 30 June 2004.

2. Payment

a. Hourly Rate

You will be paid fortnightly at the rate of RMB 50 per lesson. Each lesson is of 45 minutes duration and it is expected that you will spend at least 15 minutes on meaningful preparation for that lesson.

Wages are paid on the 2nd Monday following the week(s) worked.

The teacher must pay income tax in accordance with the laws of the Government of China.

3. Duties

a. Provide English language training

b. Prepare and mark examinations and tests. Record student marks.

c. At all times the teacher is expected to dress and behave in a professional manner. There can be no relationship with a student that cannot be seen as one of a professional nature.

d. The teacher is directly responsible to the Director of Studies Smart(China) (DOS).

f. The teacher is expected at all times to obey the laws and regulations of the People’s Republic of China.

Name of teacher: _______ Joe Zhang _________

Signature of teacher: ___________ Joe Zhang__

Signature of DOS: _Mike Ma________________

Date: _____ September 1____________________

P 116

Employee Self-Evaluation

Employee Employee No.

Department Position

Start date Appraisal period

List the performance objectives you established at your last appraisal. Indicate in the table whether you successfully achieved them, and comment on your satisfaction or dissatisfaction with your performance and results.

1. Are your performance goals reasonable and appropriate for your position?

2. Consider the strengths that enhance your job performance.

3. In what areas can you improve your job performance?

4. Do you feel that you need additional training? What training would you find helpful?

5. What are your short-term career objectives? How can you achieve them?

6. What are your long-term career objectives? How can you achieve them?

7. If you could change your job or company policies, what changes would you suggest? How can we work together

to improve the company?

8. Are there any other aspects of your job or the company that you would like to discuss?

Job Description Questionnaire

Instructions: The following information will be used in designing a job description format. For many questions, you might want to leave a full page for an answer.

1.What is the job title? ___________________________________________

2.In what department is the job located? ___________________________________________

3.What is the title of the supervisor or manager to whom the jobholder must report?

___________________________________________________________________________

4.Does the jobholder supervise other employees? If so, give their job titles and a brief description of their

responsibilities.

Position Supervised Responsibilities

_____________________________ ____________________________

5.What essential function duties does the jobholder perform regularly? List them in order of importance.

Duty Percentage of Time Devoted to This Duty

1._________________________ __________

2._________________________ __________

6.What are the working conditions? List such items as noise, heat, outside work, and exposure to bad weather.

7.How much authority does the jobholder have in such matters as training or guiding other people?

8.How much education, experience, and skill are required for satisfactory job performance?

9.At what stage is the jobholder’s work reviewed by the supervisor?

10.What machines or equipment is the jobholder responsible for operating?

11.If the jobholder makes a serious mistake or error in performing required duties, what would be the cost to

management?

How to deal with technology

Technology has seeped into practically every aspect of an organization, impacting everything from processes to people. This means that HR departments must work with their organizations to understand and anticipate these technological challenges and opportunities--the good, the bad and the unexpected.

But smart HR leaders consider how technology trends impact the organization as a whole, rather than just their own departments. For example, if an organization pilots a new technology to reach customers in global markets never before explored, the HR leader needs to be in tune with the change to identify new requirements for HR as a result. Perhaps this new reach will mean that the organization needs to change the competencies for positions in certain divisions, provide training for employees on cultural issues in the new country, or even hire expatriates to manage the process in the field.

Only when HR professionals are aware of the impact of trends in areas like technology can they lead the charge to explore people management issues to ensure the best possible outcome and enable the HR profession to reach its potential.

Advantages and disadvantages of 360-degree feedback 360-degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360-degree feedback:

1.Individuals get a broader perspective of how they are perceived by others than previously possible.

2.Gaining acceptance of the principle of multiple stakeholders as a measure of performance.

3.Encouraging more open feedback-new insights.

4.Provided a clearer picture to senior management of individual’s real worth.

5.Open up feedback and gives people a more rounded view of performance than they had previously.

6.Identifying key development areas for the individual, a department and the organization as a whole.

7.A rounded view of an individual’s/team’s/the organization’s performance and what its strengths and weaknesses are.

8.It has raised the self-awareness of people managers of how they personally impact upon others-positively and negatively.

9.It is starting to improve the climate/morale, as measured through our employee opinion survey.

But there may be some problem. These include:

1.People not giving frank or honest feedback;

2.People being put under stress in receiving or giving feedback;

https://www.360docs.net/doc/9211753705.html,ck of action following feedback;

4.Over-reliance on technology;

5.Too much bureaucracy.