Report MARCOM BEIJING 2010
中国经济季报2010第一季度(双语批注版)
政府主导投资是2009 年经济增长的主要驱动力，但最近房地产投资的拉动作用十分突出。
据估算，2009 年政府主导投资增长了42%（固定资产投资名义增长），而基于市场的投资仅增长了18%然而，2009 年底至2010 年初，政府主导投资的增长（年同比）已经大幅下滑（图3）。
房地产投资在2009 年初非常疲弱。
但部分由于充裕的流动性，房屋销售很快回升，在许多城市推高了房价，居民家庭消费增长保持平稳。
劳动力市场在经历了2009 年初的疲软之后已经得到改善。
直至2010 年初，就业和工资都保持了较好增长。
2009 年全年大部分时间居民消费价格都处于下降态势。
这由于进口强劲降低了贸易盈余，在2009 年外部贸易大大拉低了经济增速。
加工贸易进口的变化虽然人民币兑美元汇率没有变化，但人民币的有效汇率继续波动。
人民币在2008 年底开始重新钉住美元。
4 然而，中国对外贸易的很大一部分是与美国以外的国家发生的。
因此，随着美元对其他货币汇率的波动，按贸易加权的人民币币值变化与人民币对美元的汇率变化差别很大。
中国的名义有效汇率（NEER）在经历了2000 年到2005 年间的贬值之后，从2005 年7 月至2010 年3 月初这段时间升值了12.3%。
现在的NEER 大致处于2000 年的水平（图9）。
按消费者价格指数计算的实际有效汇率（REER）也是如此。
此外，由于自2008 年底人民币重新钉住美元，美元汇率的大幅波动也意味着中国对其大多数贸易伙伴的货币的汇率在上下变动。
房地产价格的激增触发了扩大供给、抑制投机的政策措施。
措施明确并二套房的首付比例不得低于40%；取消住房按揭贷款的优惠利率；将土地出让金首付比例从20-30%提高至50%；恢复征收房地产交易的营业税。
另一方面，有调查显示，房地产价格的迅速提高也增强了人们的通胀预期。
Surging property prices triggered policy measures to expand supply and curb speculation. These included clarifying and enforcing the policy on the minimum down payment ratio for second houses (to 40 percent); removing the “discount” on the mortgage interest rate; raising the minimum down然而，高收入国家2010-11 年的复苏可能将非常缓慢，全球进口需求仍将低迷。
英国剑桥科学园年报( 2010年)
Annual Report 2010Annual Statistics 2010: figures to year end 2009 (PowerPoint document)UKSPA continues to provide a number of key services for its members each year in return for an annual subscription fee which has remained at the same inflation-proofed level for the last eight years. I should report that the Association finances remain in good order but remain critically dependent on membership subscriptions.UKSPA继续为其成员提供一些关键服务以换取每年的会员费，这在相同的通货膨胀率下已经维持了9年。
我要说明的是，虽然该协会的财政状况保持着合理的良好秩序，但仍然严重依赖于会员会费。
Association finances during 2009-2010 had been complicated by the management of our 25th Anniversary event in Manchester, which represented in the region of a 40% increase in our normal turnover. As this was such a high profile event for the Association, we planned to keep the costs at a minimum for Members and to invest a contribution from Association reserves to the event. Delegate numbers for the event were higher than expected and overall revenues from the exhibition were also slightly higher than anticipated resulting in allocating just under £3,500 from our reserves.由于在曼彻斯特的举办25周年活动的支出，2009-2010年协会的财政状况变得非常的棘手，这就意味着我们在这个地区正常的营业额需要增加40％。
海底管道油水两相混合输送的数值模拟
第28卷第9期 油 气 储 运设计计算海底管道油水两相混合输送的数值模拟3张争伟33 宇 波 孙长征(中国石油大学(北京)城市油气输配技术北京市重点实验室)窦 丹(中国石油天然气勘探开发公司)张争伟 宇 波等:海底管道油水两相混合输送的数值模拟,油气储运,2009,28(9)13～15,26。
摘 要 建立了海底管道油水两相混合输送的数学模型,采用非结构化网格、有限容积法和均质流模型对海底管道的水力热力问题进行了研究,计算结果与某上岸管道运行数据吻合良好,说明该数值模拟方法是研究油水两相混输问题的一种有效方法。
主题词 海底管道 多相混输 非结构化网格 有限容积法 均质流模型 数值模拟 随着油田开发向海洋、沙漠地区以及一些边远区块的不断延伸,多相混输技术被视为降低油田油气生产成本的关键技术。
多相混输技术的应用简化了平台及陆上井口的油、气、水处理设施,油气井采出物无需分离,可直接输送至处理厂集中处理。
与采用两条管道输送分离后的原油和天然气相比,降低了管道及相应辅助设施的建设投资,减少了运行费用,具有可观的经济效益。
目前的工艺计算软件多是基于国外原油的计算方法进行设计和开发的,对国产油田的开发缺乏针对性和适用性。
结合国产油气的性质,改进混输计算方法,对海底管道混合输送的水力、热力问题进行研究,掌握海底管道的运行规律,对我国海上油气田的开发,保证海底管道安全经济运行意义深远。
一、数学模型多相混输以油水混输和油气混输最为普遍,现重点研究油水两相流动。
油水两相混合输送的研究采用均质流模型,即将油水混合物当作一种混合液7, Ma Houyi,Cheng Xiaoliang et al:The influence of hydrogen sulfide on corrosion of iron under different conditions, Corrosion Science,2000,42(10).8, 杨怀玉 曹楚南:H2S水溶液中的腐蚀与缓蚀作用机理的研究(2):碳钢在碱性H2S溶液中的阳极钝化及钝化膜破裂,中国腐蚀与防护学报,2000,20(1)。
急性缺血性脑卒中病人胃管置入后胃液抽吸改良方法的应用与评价
护理研究 2023 年 7 月第 37 卷第 13 期（总第 729 期）急性缺血性脑卒中病人胃管置入后胃液抽吸改良方法的应用与评价孟峻首都医科大学附属北京中医医院，北京 100000Application and evaluation of improved method of gastric juice aspiration after gastric tube placement in patients with acute ischemic strokeMENG JunBeijing Hospital of Traditional Chinese Medicine, Capital Medical University, Beijing 100000 China Corresponding Author MENGJun,E⁃mail:*****************Keywords acute ischemic stroke； gastric tube placement； gastric occult blood test； adverse reactions； fidgety； nursing摘要目的:探讨急性缺血性脑卒中病人胃管置入后胃液抽吸改良方法的应用效果。
方法:选取2021年1月—2022月12日于首都医科大学附属北京中医医院针灸科住院治疗的具有吞咽困难的40例急性缺血性脑卒中病人作为研究对象，其中2021年1月1日—2021年11月30日住院的20例需胃管置入的急性缺血性脑卒中病人为常规组，2021年12月1日—2022年12月31日住院的20例需胃管置入的急性缺血性脑卒中病人为改良组，常规组及改良组均采用常规方法置管，操作完成后，常规组采用常规方法检查胃管是否在胃内，改良组在胃管置入听气过水声及拍摄床边X线检查后，从胃管注入30~50 mL常温水后再行胃液回抽，观察两组病人回抽胃液的隐血试验阳性情况，在完成胃管置入过程及置入后24 h观察两组病人的不良反应发生情况。
2010中国北京国际办公印刷、办公设备及耗材展览会简称OP2010将于北京举行
办公室业务2010年第4期会议简讯2010中国（北京）国际办公印刷、办公设备及耗材展览会（简称OP2010）将于北京举行由中国印刷及设备器材工业协会和OA大会组委会共同主办、办公室业务杂志社等单位协办的2010中国（北京）国际办公印刷、办公设备及耗材展览会（简称OP2010）将于2010年7月27-30日在北京中国国际展览中心（老国展）与中国（北方）印刷及设备器材展览会（Print North）同期举办，预计展出面积6,000平方米，展商300余家，观众10万人次以上。
当今，全球气候变化，绿色办公势在必行。
随着我国市场经济的高速发展，各行各业对办公印刷设备的市场需求日益增长，由此带动相关上下游产业链的迅猛发展。
为了应对国际金融危机的影响，国家已经加大了对重点领域应用数字化办公系统的投资力度，如银行、铁路、邮电、交通、电子、能源、气象、军事、公安和国家高层领导机关等各大信息管理系统；并正在推进在医疗系统应用、现代服务业、旅游业、物流业、广告等的应用。
这标志着我国数字化办公系统的应用将达到一个前所未有的规模和水平，数字化办公系统产业将迎来巨大的发展空间。
OA’2010大会主题为“低碳、绿色办公、移动办公、居家办公”。
OP2010展会，将由举办过亚洲第一印刷展—CHINA PRINT展会的全体原班人马倾力组展，中国印刷及设备器材工业协会各分会共同响应。
OA大会组委会配合展会开展的低碳、绿色办公、移动办公、居家办公的主题论坛，是继2008年奥运会OA 论坛之后的又一大型论坛峰会。
本届OP2010将扩大在医疗系统应用、现代服务业、旅游业、物流业、广告等应用领域的影响。
本届OP2010将邀请办公印刷设备知名厂商参展，展示其最新产品、技术以及解决方案的应用，与同行在一起相互学习交流，加强合作，共谋广告、办公设备业的发展；为巩固老客户，发展新客户，挖掘潜在客户提供最佳机遇；进一步促进我国数字化办公系统、办公印刷技术设备行业的发展。
重症监护临床信息系统在ICU护理中的应用
重症监护临床信息系统在ICU护理中的应用赵颖①摘要目的：分析重症监护临床信息系统在重症监护室（ICU）中的应用价值。
方法：选择2017年2月至2018年11月我院ICU收治的重症患者360例作为研究对象，随机分为干预组与对照组各180例，分别给予重症监护临床信息系统护理与常规护理，对比两组护理效果。
结果：干预组每24h病情记录时间、观察项维护时间、岀入量维护时间及核对确认医嘱时间均低于对照组（PV0.05）o干预组每24h病情记录差错率、观察项维护差错率、出入量维护差错率及核对确认医嘱差错率均低于对照组3V0.05）。
结论：重症监护临床信息系统用于重症监护室护理，能够缩短护理记录时间，降低护理差错率，提高护理工作质量。
关键词重症监护临床信息系统重症监护室重症患者护理Doi:10.3969/j.issn.l673-7571.2020.10.047［中图分类号］R319;R472.9［文献标识码］AApplication of the Intensive Care Clinical Infonnation System in ICU Nursing/ZHAO Ying.Abstract Objective:To analyze the application value of clinical infonnation system in intensive care unit(ICU).Methods:A total of360critically ill patients in ICU of our hospital from February2017to November2018were selected as the research objects and randomly divided into the observation group and the control group with18()cases.The patients were given intensive care clinical infonnation system nursing and routine nursing respectively.The nursing effect of the two groups was compared.Results:The time of condition record,maintenance of observation items,maintenance time of entry and exit volume and time of checking and confirming doctor's orders in the study group were lower than those in the control group every24hours(Z7<0.05).The error rate of medical record,observation maintenance,access maintenance and check-up confirmation in the study group were lower than those in the control group every24hours(Z><0.05).Conclusion:The application of ICUclinical information system in ICUnursing can reduce nursing record time,reduce nursing error rate and significantly improve the quality of nursing work.Keywords intensive care clinical information system,intensive care unit,severe patients,nursingFund project General Scientific Research Project of Beijing Mentougou District Hospital(No.Z161100000516206) Corresponding author Beijing Mentougou District Hospital,Beijing102300,P.R.C.重症监护病房（ICU）属于医院监护重症患者的特殊场所m。
项目名称：能源领域环境保护委托机构：德国经济合作与发展部执行
项目名称：能源领域环境保护委托机构：德国经济合作与发展部执行国家：中华人民共和国合作伙伴：国家发展和改革委员会执行期限：2005年9月- 2009年8月联系人：Joerg MoczadloDeutsche Gesellschaft für Technische Zusammenarbeit (GTZ) GmbH中国北京市朝阳区和平里13区35号煤炭大厦601室邮编：100013电话：0086 10 8426 4080传真：0086 10 8426 4070邮箱：joerg.moczadlo@gtz.de项目背景中国是世界最大的煤炭开采国与消费国。
至2007年底，煤炭年产量达到约25亿吨。
中国80%的电力能源来自于燃煤电厂，并且电力需求由于经济繁荣还在持续增长。
资源的保护和有效利用业已成为中国能源政策的首要问题。
中国燃煤电厂的煤耗比德国电厂平均高出15%，水耗也明显高于德国电厂。
煤田自燃导致中国每年损失约一千万吨煤炭，同时给当地环境与全球气候带来负面影响。
项目目标对中国而言，实现完善的、有利于环境的能源供应已成为一个中心政治议题。
本项目直接瞄准这一问题的核心—中国的煤炭和电力行业，引导中国燃煤电厂提高效率和环境友好地利用煤炭资源减少有害温室气体的排放，此外还应减少火电厂的单位水耗。
通过煤田灭火，改善煤炭资源在其天然储藏地的保护，并避免产生大量不利于气候的有害气体。
项目执行为达到最佳的实施效果，本项目同各层面（政治层面、行业协会层面、执行层面/电厂层面）的合作伙伴通力协作。
项目基本涵盖一个问题链上的各个环节。
各层面取得的经验一起汇总到项目实施中去，从而可以高效地、有的放矢地实现预期的效果。
合作伙伴由下列机构组成：国家发展和改革委员会（NDRC）国家能源局中国电力企业联合会（CEC）国家煤矿安全监察局（SACMS）新疆煤田灭火工程局西安热工研究院有限公司（TPRI）以及遍布11个省份的11家电力科学研究院项目执行期为四年（2005至2009年）。
卡特洗衣公司案例分析答案超全
Continuing report of HRM （The Hotel Paris International）院系：班级：人力学号：姓名：课程名称：人力资源管理完成时间：年月至年月ContentCHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (4)CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSIS (6)CHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESS (9)CHAPTER 5 PERSONNEL PLANNING AND RECRUTING (13)CHAPTER 6 EMPLOYEE TESTING AND SELECTION (16)CHAPTER 7 INTERVIEWING CANDIDATES (18)CHAPTER 8 TRAINING AND DEVELOPING EMPLOYEES (22)CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPRAISAL (25)CHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS..27 CHAPTER 11 ESTABLISHING STRATEGY PAY PLANS (30)CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVES (31)CHAPTER 13 BENEFITS AND SERVICES (32)CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE MANAGEMENTI sum up five main points specific HR problems I think Cater Cleaning will have to grapple with.First of all, they were lake for personnel management regulations and procedures both every manager and each employee. As there were many of problems which were harmful to their management because workers’ lake a series of clear knowledge, abilities and skills. For example, fair employment problems would serious damage employees’ rights but they didn’t know up to now. Human resource managements always asked people of applicants about their national topic and some other sensitive topics but they didn’t refer to professional, abilities and, many other useful topics. Luckily, they haven’t been reported their discrimination because the employees were almost women and ethnic minority which were short of laws concept. This phenomenon told us they couldn’t clarify fair employment rules and professional knowledge and laws knowledge.In addition, human resource managements couldn’t make employees clear their own duties and responsibilities. They employees didn’t know their clear division of responsibilities; as a result, Cater Center would be inefficiency after confusion day by day. Numan resource of Cater Centercouldn’t keep employee loyalty and employee stability. It is terrible for a company to face employee thefts there. It would not only cause benefits of company, but also cause legitimate equities of the firm. What’s worse, as a result, corporate cultural development and employees’ activities will be destroyed. Not only the issue of fair employment lacks attention, but also the manager himself has not received any basic training.If I were Jennifer, I will persuade every management to pay much attentionmake a Post Office Book at first for all of my employees in order that they can identify their responsibilities and obligation.In addition, we must identify the management process is based on the functions of planning, organization, staffing, leading, and controlling. In total, we start with these five functions and we will avoid mistakes like I summed up in my first paragraph.We must consummate the rules and processes of HRM. We can achieve it by solving the fair employment problem, improving their knowledge, abilities and skills of cleaning and service, enhancing legal knowledge and experience. By doing these, we can improve Cater Center’s personnel management regulations and procedures both every manager and each employee.CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANALYSISI would recommend that the Caters expand their quality program. My reasons are as shown below.First, the company faced to a larger scale and only holding employee meetings can't solve all the problems they facing. So we must expend ways and measures for every employee in order to widening the feedback channel for the problem of company.Second, as a manager, we can’t be everywhere watching everything all the time. And expending the quality program is a real way for innovation and sustainable development to the company. We need to discover a series of finding for making progress at any time.Specifically, Cater should expand their quality program by taking forms as shown below.We need make a scientific strategic human resource management in the whole company in order to guarantee the running of it.Training and development is the first step for strategy. It will be explicit if Caters make employees know that where are they now and who they are, and writing a job description, significantly. They will learn to size up the situation including perform external and internal audits.,Afterwards, Caters’ strategic options will be known and be created by managers and even employees easily. At the same time, they will be supportive and having a high performance. It can minimize the plane turnaround on ground and the meals and frills and so on. All of these benefits are to decrease costs and increase revenues for the organization.A question we must face to and need to be solved urgently is whether the employees want to act and accept like mini-manager only with earning about ＄8 to ＄15 per hour. It refers to the question of salary administration. So if we make a fair salary system that employees approval, we will gain a different group which is much better and competent than ever before.In addition, I think Caters should focus on the outline summarizing important HR practice as I designed below.First of all I think it is important to collect the opinions of customers and employees before we make a systematic of HR practice. We will identify clear condition of working and program by doing this.Then we must make Job Description to each position of Cater Center. We can decide how to measure the performance of an old or new hires. For example, with Cater system, hiring managers input their evaluations of each new hire at the end of the employees’ first several days.Refer to their important designed, we can make a HR practicecategory and analysis for Caters as I refer below.HR practice category Description ExamplesStuffingProcedures to evaluaterelevant knowledge, skills,abilities for fitSelective screeningassessment oftechnicalinterpersonalskills/attitudes/personalSelf-managed teamsPower downward bygranting authority andresponsibilityEmployeeparticipationprogramsTeams with decisionmaking authorityDecentralized decisionmaking Empowering employeesAuthority to makedecisionsparticipatemanagementTrainingFormalizing programs todevelop knowledge , skills,abilitiesTraining forcurrent/future skillsTechnicalinterpersonalFlexible work assignmentsBroaden individualknowledge, skills, abilitiesJob rotationjob enrichmentabilities to performjobCommunication Open com. Channels toexpress viewpointsEmployee suggestionsystemsCompensation Performance-contingentpay, group-based pay,market pay policiesProfit/gain sharingownershipCHAPTER 4 JOB ANALYSIS AND THE TALENT MANAGEMENT PROCESSThe format to be used to write the job description of the laundry managerFirst of all, we need to analyze the structure of Cater Cleaning Company so that identify the description of job. We can get the table ofstructure by analyzing as shown above.From the drawing above, we can see that laundry organization is the simplest vertical management mode, laundry managers are their basic jobs, but there are multiple posts under them. This simple organizational structure is suitable for this kind of company.From the drawing above, we can see that laundry organization is the simplest vertical management mode, laundry managers are their basic jobs, but there are multiple posts under them. This simple organizational structure is suitable for this kind of company. First of all, the size of a laundry as an enterprise will not be large. Secondly, the generalobjectives and tasks and responsibilities of the Laundromat managers mentioned in the case are relatively specific and relatively small. In the end, the staff of the laundry will not have a high level of knowledge, which is related to the content of their work. To sum up, we should pay attention to the following points in writing the job instructions of the laundry manager.1.The job description should be simple and easy to write in the format, not too complicated2.The job description should be easy to understand in the description of the contentAccording to this, the job description of the form is best suited to the manager of the laundry.What’s more, work standards and procedures should be written into the job description.The job description is a detailed description of the information related to the job, which includes the person concerned, and the description also contains a description of the related matter. The working standard and procedure is a description of the job related matters. It further explains what extent the duty personnel should do and how to do it. As a result, I think that work standards and procedures should be written into the job description.How can Jennifer collect the information needed to write workstandards, work procedures, and job descriptions?I think there are many ways of collecting information, such as the following:1. Summary of the work standards, procedures and job descriptions of similar enterprises.2. Collect opinions on customers and employees.3. Consult a number of experts and intermediaries.4. Get the main information from the activities of employees, actions of people, the working performance, working background and the requirement of employees and so on.The store managers’ job description should look like and contain as the table below.Post Name Post Number Post Category Subordinate Department Post Sequence Post QuotaJob basisJob contentSummary of postJob targetMain Relationship of Post Basic Training RequiredDuties and Standards Basic Capacity RequiredPerformance Indicators Use Tool Equipment Qualification Working HoursProficient Work Period Diversity of Work ExperienceDate of Compilation Dural theConveyances Effective DateInformingCHAPTER 5 PERSONNEL PLANNING AND RECRUTINGHow would I recommend we go about reducing the turnover in our stores? I prepare some solutions below.Making a reasonable recruitment plan is the most important step to keep employees staying in the company. We need to research carefully when we interview them and we must exclude someone shaky. To a certain extent, the rate of turnover will be decreased by doing this.Shaping an attractive corporate culture is an important measure to retain employees and executive. As we all know, a nice kind of culture can shape personality and also form a sense of belonging and dependence.Making positive compensation and welfare is also important for retaining employees. We not only need to give justice salary to employees, but also need to make active welfare system for stimulating. Also, we can offer the company's stock options or equity plans is a relatively low cost way to increase the long-term potential income of employees.Last but not least, we must take care of emotions of employees at any time. Such as their relations with families, with supervisor-subordinate, with colleagues, and even with their own spiritsincluding their career happiness and so on. I believe we can retain our employees much better by doing these I demonstrated above.I think we need these causes to resolve the question how to improve the quality of applicant and the rate of passing.Make a feasible recruitment strategy. HR's own quality and knowledge are also important to choose the appropriate location and location, and to improve the recruitment efficiency.The recruitment information will help us to select talents scientifically, make clear qualifications, and identify highly qualified applicants with competence. In addition, structured interviews can be carried out.Promote the employing department to participate in the whole process of recruitment. Because the work environment, leadership style and management concept are used because of the unit for what kind of It differs from man to man., job seekers, only use department most clearly, therefore, recruitment departments to continue to instill in Department Recruitment concept, promote their active participation in the whole process of recruitment, human resource planning, recruitment, interview needs to develop recruitment, etc.. Last but not least, it is also important to create a harmonious enterprise environment.Considered carefully for all of information the job seekers need when we publishing a job advertisement. We can make jobadvertisement as is shown below.The job advertisement for Cater Cleaning Company AddressPublishing timeDeadlineMore than one year's work experience| Age is not limitedMore than＄6 per hour Feedback in 5 daysJob descriptionPost dutiesTenure requirementsWorking experience preferredHave basic management abilityHave strong business understanding, plan execution, writing ability and learning ability.Be familiar with... Laws and regulations to avoid labor disputes;Higher professionalismEnterprise introductionOther information：Department: Human Resources DepartmentProfessional requirementsContactE-mailPlease indicate the name or number of the position in the mail and indicate that the recruitment information comes from the CHAPTER 6 EMPLOYEE TESTING AND SELECTIONSome advantages to Jennifer’s company of routinely administrating honesty tests to all its employees.Testing honesty of employees can not only strengthen the company's discipline, but also keep the company open and fair and the organization structure is complete and transparent.In addition, it can promote the orderly conduct of production and avoid unnecessary financial losses.It can strengthen the cohesiveness of enterprises and setting up a good social image, so as to ensure the credibility of the staff and enhance corporate reputation and customer satisfaction.Some disadvantages to Jennifer’s company of routinely administrating honesty tests to all its employees.Employees maybe lack a sense of security and belonging, and they feel that they are doubted by their superiors. Also, it may increase the cost of work and time and reduce the effective rate of return of enterprisesWhat other screening techniques could the company use to screen out theft-prone and turnover-prone employees? And how exactly could these be used?We can import the introduction of special personnel, who is integrity testing literacy, including leakage theory, information manipulation theory, real monitoring theory, and interpersonal deception theory and so on.Also, we can design integrity test scale to identify the faith of employees. The types of tests are tests of cognitive abilities, tests of motor and physical abilities and measuring personality and interests and achievement tests and improving performance through hires. We can make the background check more valuable information of employees by doing these tests.How to fire a stolen employee and how to deal with the reference calls about these employees when they go to other companies looking for jobs?I think we should fire stolen employees in front of the staffs of our company. Not to let him be disgraced deliberately, but to let employees know how important the sincerity is and how precious the trusts are.As for the reference calls about these employees when they go to other companies looking for jobs, I think I will be mercy to him and tell another company that this employee can be inspected and retained if he didn’t make too much of mistake, even though I fired him abide by the rules. We see, forgiveness and kindness are the greatest virtues, they can save a person who still has a warm heart.CHAPTER 7 INTERVIEWING CANDIDATES The way to improve the practice of interviewing:The main body of the interview is the interviewer and the interviewee, so in order to improve the company's interview practice. We must first have a group of professional interviewers. They should have the following qualities: good insight with some psychology and organizational behavior knowledge of good psychological ability expressed excellent judgment and spoken interview experience preferred logical thinking ability, can according to the resume and job requirements and the basic quality of setting questions to understand the basic knowledge of job industry and knowledge industry the salary level have a good analysis ability.In addition, there are something errors that can undermine an interview’s usefulness and we had better avoid them: first impression, not clarifying what the job requires, candidate-order error and pressure to hire, nonverbal behavior and impression management, effect of personal characteristics including attractiveness, gender and race, etc., diversity counts.She should make an interview form for management and non-management interview questions by doing I illustrate below.Key points and test questions management personnel recruitmentexam questions:1. Do you think what is "management"?Test whether the applicant can combine theoretical management knowledge with work practice.2. A good enterprise to make progress, what is decisive? In the complex market environment, success factors of different enterprise big difference. The answer is to test the extent to which the applicant understands the management of the original unit.What are the 3 you've read about management books? Good management is very pay attention to the collection of information and knowledge updating.3. What do you think is the most difficult as a manager?"Bad news report" is a concise and comprehensive answer. It simply because it can make deep and serious recruiters ask further questions and superficial recruiters will not consider the use of additional questions to ask, do not let the candidates have the opportunity to further elaborate its set people thinking idea, but do not want to understand whether the answer behind what is hidden deep life experience. This answer tells us how a manager in trouble should react."Let those of me be able to act in accordance with my instructions, so that they are ready to do so." It is the second possible answer. This shows that the manager is ready to control the situation and carry out theleadership."To mobilize the enthusiasm of the personnel, to form a competent team." It may be the third way to answer this question, which indicates that the applicant has a deeper experience and has the ability to manage others.There are also specific questions to be faced with as answers. Recruiters need to pay attention to whether a manager has a more open eye as a manager, rather than trying to deal with a specific business.4. You how to control and reduce the risk?We should pay attention to the risk degree candidates aware, then answer the investigation method, and the risk involved, whether there is always such effects on the other.5. What do you think is the relationship with the position you apply for your department or the company's strategy? It is the ability of on the candidates to grasp the overall situation.6. How would you plan and organize an important (or long) of the project?The recruiter should pay attention to the various links of the candidate planning and running the project, not whether the project itself is the closest to the work of the unit.7.How do you deal with the contradiction between the 9 with other departments?No contradiction is unrealistic, and applicants often answer through communication. The question is to see whether the applicant can pay attention to the root of the contradiction and not only solve or deal with the problem means.8. Please briefly talk about you around the typical case management. Inspect whether or not the candidate enterprises success / failure reasons, and sharply pointed out the problem, concise and comprehensive.Jennifer should carry out a training program for the manager. The manager who is for interviewing the stuffs should have this characteristic.We must first have a group of professional interviewers. They should have and prepare me the following qualities: good insight with some psychology and organizational behavior knowledge of good psychological ability expressed excellent judgment and spoken interview experience preferred logical thinking ability, can according to the resume and job requirements and the basic quality of setting questions to understand the basic knowledge of job industry and knowledge industry the salary level have a good analysis ability.CHAPTER 8 TRAINING AND DEVELOPING EMPLOYEESThe Caters should cover in their new employee orientation program and they should convey this information by the table below.ContentsCompany overview, rules and regulations,organizational structure, corporate culture,product knowledge, working hours, payroll,benefits, communication skills, team buildingskills, etc.Guidance of workingPlanningFrom a brief introduction to a longer formal plan,including employee employment guidancemanuals, human resources department work,department heads' guidance, special seminars,etc.TrainingProvide employees with the skills required tocomplete their present work Overview of trainingDevelopmentDeveloping current or future managers to solvecurrent and future possible jobs Aim of trainingTechnical skills required to impart workThe survival and development of the enterprise needs speedand flexibility to meet the requirements of the customer inquality, variety, convenience, time saving and other aspects.Impart other more extensive skills to employees, such ascommunication, team building, and other skillsStrengthening the dedication of employees by trainingEvaluation: identify training needsSet up training goals which is clear and measurableTraining: job training, job trainingThe basic process oftrainingEvaluation: Reflect performanceResponse: the trainee's response to the training programKnowledge: test the traineeBehavior: to understand the changes in the behavior of the trainedtraineesEvaluation of trainingeffectEffectiveness: measure the final results of a plan based on apredetermined training goalWe should use such a form to analyze the work of the counter attendant. Counter attendant task analysis record table is as to below.Importance Concrete work Take up time5Responsible for the store customers and theshuttle service, and introduces the mainservices of laundry facilities and equipmentand method of use to the guests15%6To deal with the various items entrusted byguests in this area.20%4Read the work record carefully, and completethe work handed down work5%1Responsible for the inspection, declarationand change of the equipment state with anerror rate of zero; assist the supervisor tocoordinate the hygienic condition of the store;30%9In charge of assisting the cleaners to do a goodjob in the store, the rate of qualification is100%5%7Responsible for security work in the store andreporting of emergencies, report supervisor ina timely manner if situation is found.5%3Master the lease of the shop equipment, fill inthe daily and do the work of the handoverclass (check the 2 rooms for each flight)5%5Deliver and record the guest's legacy in time10%10Complete the other tasks assigned by thesuperior5%In the training of ironing workers, decontamination workers, managers, and counter attendants, we should use specific training methods as is mentioned below.Work category Training methodsDirect supervisor: dry cleaning / washing SupervisorResponsibilities: accept the leadership of the group leader, finishthe hospitality and ironing work with high quality and efficiencyIroning workers Job description:(1)According to the working procedures and standards, all kinds of machine do the preparatory work before the use of security check Patient.(2)Clean, maintain a clean and tidy work area.(3)Complete other work assigned by the captain and senior management, etc..Decontaminationworkers Strictly abide by the system of disinfection and isolation.Do a good job of occupational protection, enter the decontamination area to wear the appropriate protective equipment (including round cap,Masks, isolation clothes or waterproof aprons, gloves, special shoes, goggles, etc., must not move freely in other areas. Recycling equipment inventory check, registration, transfer of work.counter attendants Look back the previous answer in detail.CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPRAISALJennifer believes that the proposal to establish a formal work performance evaluation system for workers is correct.The proposal to establish a formal work performance evaluation system for managers is also correct. My reason and design are below.Managers are the backbone of organizing talents, and play a more and more important role in the development of modern organizations. The structure of job performance evaluation of middle managers is to establish a scientific, complete and effective performance evaluation system, so as to achieve effective management for middle managers. The work performance of middle managers is a multi-dimensional construct. This multidimensional structure can effectively explain those behaviors reflected in the job performance questionnaire. Job performance is a construct that can be reflected by behavior. Therefore, we can identify those typical behaviors and form a measurement tool that has certain reliability (internal consistency) for measuring job performance.I’ve researched the five factor structure model of the middle level manager of the organization to make a formal measure to the managers and workers of Cater Cleaning Company.interpersonal communication Maintaining good interpersonal relationships Solidarity and collaboration Communication and coordinationListen to advice / adviceCare for subordinatesHelp peopleActing style flexiblePay attention to details Autonomy / independence introspection Enthusiasm and dedication To grant authorization Match word to deedleadership behavior Safeguard the interests of the Department Supervision / controlStandard managementstrainPolicy decisionCalm / calm downAssumed liabilitiesTask execution Organization and command Improvement and innovation Motivating and directing subordinates Plan and implementSolve the problemBe conscientious and conscientious Work conscientiously and responsible ObeySelf-discipline and leadWork initiative and enterprisingCHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERSThe benefits of career planning program are below.First of all, career management is the primary problem of the rational allocation of enterprise resources. Human resource is a kind of can continue to develop and continuously increment resource value, because of the development of human resources through continuous updating of people's knowledge and skills, improve people's creativity, so that the life of "material" resources as its use, especially in the era of knowledge economy, knowledge has become the social the main body, and to grasp and create these knowledge is "people", so enterprises should pay more attention to people's wisdom, skill, ability and comprehensive development. Therefore, to strengthen the occupation career management, make the best use, is the primary problem of the rational allocation of enterprise resources. If the rational allocation of people is left, the rational allocation of enterprise resources is an empty word.Secondly, career management can fully mobilize the intrinsic enthusiasm of the people, and better realize the organizational goals of the enterprise. Occupation career management is to help employees improve satisfaction levels in various needs, to meet the needs of the。
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Report MARCOM BEIJING 2010Who attended the conference?∙Advertisers from multinational, international and Chinese companies, incl.Lenovo, Aigo, HP, IBM, Siemens, Bayer, Sony Ericsson, Ericsson, Volkswagen, BYD, ABB (CHINA) Ltd., China Post, TUI China, The Venetian Hotel, Amway China, China South Locomotive & Rolling Stock Corporation Limited, Shanghai Jahwa United, ABInbev China, Beingmate and many others∙Agencies from China and abroad, incl.Ogilvy, BPA, ACXIOM, mediaman, MetaDesign, Greenkern Group, Hill & Knowlton (China), Kyodo Public Relations and many others∙Media representatives from all kind of domestic and international media, incl.CCTV, CNTV, Xinhua News Agency, China Daily, Thomson Reuters, The Wallstreet Journal, Baidu, Sohu, Tencent, , Phoenix New Media, VIVA, Benson International Advertising, Asia Outdoor Media, Business Value Magazine, China National Radio and many others ∙Others from governments, associations, business schools, research institutions, universities, incl.China Association of National Advertisers, China Advertising Association of Commerce, China Advertising Association, World Federation of Advertisers, World Advertising Media Association, China Association of Marketing, China National Health Association, SEMPO, UN Global Compact, Communication University of China, Peking University, University of Applied Sciences Darmstadt, China Europe International Business School and many others Speaker’s Origin- 60% Chinese- 40% Foreign Countries, incl. US, Australia, Germany, AustriaMARCOM BEIJING 2010 Speakers BreakdownMARCOM BEIJING 2010 Delegates BreakdownWhat our delegates felt about MARCOM BEIJING 2010?Song Di, Journalist, Xinhua News Agency“The scope of the conference and the level of speakers are all good. It’s very organized.”Chris Boggs, President, SEMPO“I’m very pleased to come to MARCOM BEIJING. The quality of the conference is very good.”Matt Hsia, Vice President, Beijing Huaqi Information (aigo) Digital Technology Co., Ltd.“MARCOM BEIJING is very successful. Expect it is a good platform which gathers the advertisers, advertising companies and media. It’s very meaningful. MARCOM did very well abroad.There are Japanese PR companies, American internet companies and Chinese enterprises which leaves me deep impression. The distribution is very well.”Xu An, PR Director, BYD Auto Sales Co., Ltd.“This is my first time to attend such kind of conference. I feel the scope is very big and it is very organized. There are companies from Japan and America, which share with us lots of their views. There are also enterprises, PR companies and media. I gain a lot from them.Brand building is a very important issue for manufacturing industry. The conference gives us a lot of references.”Francis Kwok, Founder & CEO, Radica Systems Limited“The speakers’ quality is very high. I like the keynotes very much, which let us know better about the direction of China marketing.”Tom Van Dillen, Managing Director, GREENKERN GROUP“The whole conference is very smooth. People are helpful and the speakers are good.”Lili Leung, Managing Director, Helios Partners UK“MARCOM BEIJING is a good communication platform to exchange ideas.”Who exhibited at MARCOM BEIJING 2010?∙Agencies from China and abroad, incl.China Advertising Association of Commerce and its members, incl. Ogilvy,dentsu, BBDO, JWT, Publicis China, DDB China Group, ZenithOptimedia and others∙Media representatives from all kind of domestic and international media, incl.PR Newswire Asia, Thomson Reuters, Advertising Panorama, V MarketingChina, Beijing JinRiTongXin International Media, Beijing Bright Corner Advertisement Media, Caixin, Advertiser Market Observer, MEDIA Magazine, PKU Business Review and others∙Technology and Equipment Provider, incl.Shanghai Expotec, Show Shop, Million Media Interactive International Networking Technology, IZP Technologies and others∙Others, incl.Changyu Wine, Beijing About Network Information Service, Brain Intelligence Neuro Consultancy and othersWhat our exhibitors felt about MARCOM BEIJING 2010?Hua Feng, Showshop Display Corporation“The service at this exhibition is good.”Hongbo, BD Manager, Consumer Marketing Caixin Media Company Limited “The exhibition service is good. We can communicate with people very well.”Qiu Jialiang, Manager, Guangdong Xiwun Logistics Equipment Co. Ltd.“At MARCOM BEIJING, we can learn a lot of the newest marketing knowledge which is very important to us.”Roy Tang, General Manager, Brain Intelligence Neuro-Consultancy. Ltd.“The MARCOM BEIJING exhibition is a good display platform through which we can get to know different industries and communicate with more people.”Zhang Hong, Managing Director, Shanghai Exhibition Information Technology Inc.“The position of MARCOM BEIJING is clear and the visitors are very professional.”。