优化考试题库(案例分析-卡特)

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管理咨询师案例分析备考题附答案

管理咨询师案例分析备考题附答案2017年管理咨询师案例分析备考题（附答案）⼀、案例分析题【案例陈述】戴尔公司创建于1984年，是美国⼀家以直销⽅式经销个⼈电脑的电⼦计算机制造商，其经营规模已迅速发展到当前120多亿美元销售额的⽔平。

戴尔公司是以⽹络型组织形式来运作的企业，它联结有许多为其供应计算机硬件和软件的⼚商。

其中有⼀定供应⼚商，电脑显⽰屏做得⾮常好。

戴尔公司先是花很⼤的⼒⽓和投资使这家供应商做到每百万件产品中只能有1000件瑕疵品，并通过绩效评估确信这家供应商达到要求的⽔准后，戴尔公司就完全放⼼地让他们的产品直接打上 “dell”商标，并取消了对这种供应品的验收、库存。

类似的做法也发⽣在戴尔其他外购零部件的供应中。

通常情况下，供应商将供应的零部件运送到买⽅那⾥，经过开箱、触摸、重新包装，经验收合格后，产品组装商便将其存放在仓库中备⽤。

为确保供货不出现脱节，公司往往要贮备未来⼀段时间内可能需要的各种零部件。

这是⼀般的商业惯例。

因此，当戴尔公司对这家电脑显⽰屏供应商说道：“这种显⽰屏我们今后会购买400万到500万台左右，贵公司为什么不⼲脆让我们的⼈随时需要、随时提货”的时候，商界⼈⼠⽆不感到惊讶，甚⾄以为戴尔公司疯了。

戴尔公司的经理们则这样认为，开箱验货和库存零部件只是传统的做法，并不是现代企业运营所必要的步骤，遂将这些“多余的”环节给取消了。

戴尔公司的做法就是，当物流部门从电⼦数据库得知公司某⽇将从⾃⼰的组装⼚提出某型号电脑××部时，便在早上向这家供应商发出配额多少数量显⽰屏的指令信息，这样等到当天傍晚时分，⼀组组电脑便可打包完毕分送到顾客⼿中。

如此，不但可以节约了检验和库存成本，也加快了发货速度，提⾼了服务质量。

【问题及答案】 1.你认为，戴尔公司对电脑显⽰屏供应⼚商是否完全放弃和取消了控制?如果是，戴尔公司的经营业绩来源于哪⾥?如果不是，那它所采取的控制⽅式与传统的⽅式有何切实的不同? 2.戴尔公司的做法对于中国的企业有适⽤性吗?为什么? 参考答案： 1.戴尔对显⽰屏供应商的控制放在了事前的“绩效评估”，他的评估在每⼀合同期间应该有抽查和年终的考核，保证下⼀合同期间的“绩效评估”结果，同时承担次品责任。

中国移动网上大学传输设备基础卡特 L1题库

传输设备基础卡特L12014年11月5日14点25分试题数:116，重复命题数：48，重复命题率:41.38%1. 弱导光纤中纤芯折射率n1和包层折射率n2的关系是A.n1≈n2B.n1=n2C.n1>>n2D.n1<<n2答案：A重复命题4次2015年10月20日14点30分传输设备基础烽火L12015年10月20日14点30分传输设备基础中兴L12015年10月20日14点30分传输设备基础贝尔L12015年10月20日14点30分传输设备基础华为L12. 单模光纤最明显的优势是（）A.损耗小B.抗干扰C.色散小D.制作简单答案：C重复命题3次2015年4月27日14点0分传输设备基础烽火L12015年4月27日14点0分传输设备基础中兴L12015年4月27日14点30分传输设备基础华为L13. 目前，光纤在（）nm处的损耗可以做到0.2dB／km左右，接近光纤损耗的理论极限值。

A.1050B.1550C.2050D.2550答案：B重复命题4次2015年10月20日14点30分传输设备基础中兴L1 2015年10月20日14点30分传输设备基础烽火L1 2015年10月20日14点30分传输设备基础贝尔L1 2015年10月20日14点30分传输设备基础华为L14. 我国数字同步网，采用的是（）同步方式。

A.相互同步B.主从同步C.准同步D.其他答案：B重复命题4次2015年10月20日14点30分传输设备基础中兴L1 2015年10月20日14点30分传输设备基础烽火L1 2015年10月20日14点30分传输设备基础华为L1 2015年10月20日14点30分传输设备基础贝尔L15. 下列（）类型光纤在1310nm窗口的色散系数为0。

A.G.652;B.G.653;C.G.654;D.G.655答案：A6. 光纤通信系统中常用的光源主要有：A.光检测器、光放大器、激光器B.PIN光电二极管、APD雪崩二极管C.半导体激光器、光电检测器、发光二极管D.半导体激光器L半导体发光二极管LED答案：D重复命题2次2015年10月20日14点30分传输设备基础华为L1 2015年10月20日14点30分传输设备基础烽火L17. 最适合开通DWDM的光纤是（）A.G.652B.G.653C.G.654D.G.655答案：D8. 以下不会导致TU-AIS告警的告警是（）A.R-LOFB.HP-SLMC.AU-AISD.TU-LOM答案：D9. 我国2M复用成AUG的步骤是：A.C-12——VC-12——TU-12——TUG-2——VC-3——AU-4——AUGB.C-12——VC-12——TU-12——TUG-2——VC-3——AU-4——AUGC.C-12——VC-12——TU-12——TUG-2——TUG-3——VC-4——AU-4——AU GD.C-12——VC-12——TU-12——TUG-2——VC-3——TUG-3——AU-4——AU G答案：C重复命题3次2015年4月27日14点30分传输设备基础华为L12015年4月27日14点0分传输设备基础烽火L12015年4月27日14点0分传输设备基础中兴L110. SDH网络中最基本的模块为STM-1，传输速率为（）Mbit/s。

优化考试题库案例分析-卡特

目录1高掉话高分配失败案例11.1小区高掉话案例1 (1)1.2小区高掉话案例2 (2)1.3小区高掉话案例2 (2)2信令分析案例33区域性掉话案例53.1区域性掉话案例1 (5)3.2区域性掉话案例2 (6)4切换失败案例74.1INTER BSC切换失败高小区检查74.2INTRA BSC切换失败高小区检查85全网优化案例96答案116.1高掉话高分配失败案例答案116.1.1高掉话高分配失败案例答案1 (11)6.1.2高掉话高分配失败案例答案2 (12)6.1.3高掉话高分配失败案例答案2 (12)6.2信令分析案例答案126.3区域性掉话案例分析答案136.3.1区域性掉话案例答案1 (13)6.3.2区域性掉话案例答案2 (13)6.4切换失败案例答案146.4.1INTER BSC切换失败高小区答案146.4.2INTRA BSC切换失败高小区检查146.5全网优化案例答案151高掉话高分配失败案例1.1小区高掉话案例1以下是某个小区Abis信令统计数据，TA分布：问题1：判断导致该小区高掉话率、TCH高分配失败率的可能原因。

问题2：该小区BCCH是占用哪个频点。

问题3：该小区上下行路径损耗是否正常，路径损耗与哪些因素有关，写出相关的计算公式。

问题4：在空间损耗中，主要损耗原因有哪些？当这些因素扩大一倍，损耗相差几个db?1.2小区高掉话案例2现象：某小区的TCH分配失败率及掉话率很高；根据统计报告观察，均为MC736和MC746B掉话和分配失败，且集中在各个TRX上。

问题1：请列出在几种掉话种类及计数器。

问题2：发生此类问题有几种可能。

问题3：碰到此类问题，请列出优化思路及处理方法。

1.3小区高掉话案例2瓦口1在几个忙时均为坏小区，掉话组成为MC14C，看告警，仅有LOSS-OF-SDCCH，推断为某频点硬件有问题，关跳频、创报告、观察每个频点的占用情况，占用正常，继续观察状态，发现一RSL状态会反转，闭相应硬件无用，开启模块，观察，发现另一RSL状态会反转。

卡勒皮特案例分析答案

卡特皮勒公司案例分析1、根据第三章所学战略联盟及关系战略相关知识点，分析组织间市场关系战略与最终消费品市场关系的不同点，以及卡特彼勒公司在战略联盟实施上的成功之处。

答：组织间市场关系战略是一种关于信任和承诺，是识别、建立、维护和巩固企业与顾客及其他利益相关者之间关系的一系列活动，别且通过企业努力，以诚实的交换方式及履行承诺的方式，使双方的利益和目标在营销活动中得以实现。

最终消费品市场关系是指企业产品在卖给顾客之后所提供的服务或者技术支持而进行的一系列活动。

卡特彼勒公司拥有一批优秀的供应商，能够很好地维护公司和顾客之间的关系，为企业解决难题。

公司拥有一个形式上完善的分销体系并不足以使卡特皮勒在激烈的竞争中站稳脚跟，卡特皮勒和经销商的关系远胜于一纸合同上所注明的权利义务关系，他们之间更是一种家庭式的亲密关系。

经销商不仅仅是卡特皮勒的产品运到顾客手中的一个渠道，而且还是将顾客的意见反馈回来的一个渠道，这样经销商的职能也不仅仅是销售产品和提供售后服务，而且还能促使公司生产出更符合顾客需要的产品。

2、卡特皮勒公司用哪些手段激励渠道成员。

答：卡特皮特公司从不对经销商进行压榨，让经销商有利润。

公司向经销商提供除产品及零部件以外的其他东西。

除了提供产品和零部件外，卡特皮勒还帮助经销商向顾客提供分期付款等信用担保，同时在存货管理和控制、物流、设备维护工作程序等方面给经销商予以支持。

3、你认为卡特彼勒渠道营销策略的成功之道是什么？对你的启示是什么？答：卡特皮特并不以自身的强大来吞噬经销商的利益，而相反的是将经销商看作是自己公司的一份子，让经销商有一种归属感。

这种关系营销模式，不仅能长久地维护经销商的关系，还能及时地处理与顾客的关系，并且及时得到顾客信息。

我的启示;在处理企业与中间商的关系时，一定要相互信任，只有在复杂多变的市场上拧成一根绳，才能够立于不败之地。

优化考试题库(案例分析-卡特)

目录1高掉话高分配失败案例 (2)1.1小区高掉话案例1 (2)1.2小区高掉话案例2 (2)1.3小区高掉话案例2 (3)2信令分析案例 (4)3区域性掉话案例 (6)3.1区域性掉话案例1 (6)3.2区域性掉话案例2 (6)4切换失败案例 (8)4.1INTER BSC切换失败高小区检查 (8)4.2INTRA BSC切换失败高小区检查 (9)5全网优化案例 (11)6答案 (13)6.1高掉话高分配失败案例答案 (13)6.1.1高掉话高分配失败案例答案1 (13)6.1.2高掉话高分配失败案例答案2 (13)6.1.3高掉话高分配失败案例答案2 (13)6.2信令分析案例答案 (14)6.3区域性掉话案例分析答案 (14)6.3.1区域性掉话案例答案1 (14)6.3.2区域性掉话案例答案2 (14)6.4切换失败案例答案 (15)6.4.1INTER BSC切换失败高小区答案 (15)6.4.2INTRA BSC切换失败高小区检查 (15)6.5全网优化案例答案 (16)1高掉话高分配失败案例1.1小区高掉话案例1以下是某个小区Abis信令统计数据，TA分布：问题1：判断导致该小区高掉话率、TCH高分配失败率的可能原因。

问题2：该小区BCCH是占用哪个频点。

问题3：该小区上下行路径损耗是否正常，路径损耗与哪些因素有关，写出相关的计算公式。

问题1：请列出在几种掉话种类及计数器。

问题2：发生此类问题有几种可能。

问题3：碰到此类问题，请列出优化思路及处理方法。

卡特洗衣公司案例分析答案超全

盛年不重来，一日难再晨。

及时宜自勉，岁月不待人。

盛年不重来，一日难再晨。

及时宜自勉，岁月不待人。

盛年不重来，一日难再晨。

及时宜自勉，岁月不待人。

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 (3)CHAPTER 3 HUMAN RESOURCE MANAGEMENT STRATEGY AND ANAL YSIS (5)CHAPTER 4 JOB ANAL YSIS AND THE TALENT MANAGEMENT PROCESS (8)CHAPTER 5 PERSONNEL PLANNING AND RECRUTING (12)CHAPTER 6 EMPLOYEE TESTING AND SELECTION (15)CHAPTER 7 INTERVIEWING CANDIDA TES (17)CHAPTER 8 TRAINING AND DEVELOPING EMPLOYEES (21)CHCAPTER 9 PERFORMANCE MANAGEMENT AND APPRAISAL (24)CHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS .. 26 CHAPTER 11 ESTABLISHING STRATEGY PAY PLANS (29)CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVES (30)CHAPTER 13 BENEFITS AND SERVICES (31)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 ownduties and responsibilities. They employee s 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 Isummed 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 holdingemployee 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 guaranteethe 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 employeesapproval, we will gain a different group which is much better and competent than ever before.In addition, Ithink 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.CHAPTER 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 general objectives and tasks and responsibilities of the Laundromat managers mentioned inthe 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 work standards, work procedures, and job descriptions?I think there are many ways of collecting information, such as thefollowing: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.CHAPTER 5 PERSONNEL PLANNING AND RECRUTINGHow would Irecommend 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 spirits including their career happiness and so on. I believe we can retain ouremployees much better by doing these Idemonstrated 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 job advertisement as is shown below.The job advertisement for Cater Cleaning CompanyAddressPublishing timeDeadlineMore than one year's work experience|Age is not limitedMore than＄6 per hour Feedback in 5 daysJob descriptionPost dutiesTenure requirements➢Working experience preferred➢Have basic management ability➢Have 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 Department➢Professional requirements➢Contact➢E-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 SELECTIONSomeadvantages 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 enterprises What 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 integritytesting 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 disgraceddeliberately, 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 mak e 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.Guidance of working ContentsCompany overview, rules and regulations,organizational structure, corporate culture,product knowledge, working hours, payroll,benefits, communication skills, team buildingskills, etc.PlanningFrom a brief introduction to a longer formal plan,including employee employment guidancemanuals, human resources department work,department heads' guidance, special seminars,etc.Overview of trainingTrainingProvide employees with the skills required tocomplete their present work DevelopmentDeveloping current or future managers to solvecurrent and future possible jobsAim of training Technical skills required to impart workThe survival and development of the enterprise needs speed and flexibility to meet the requirements of the customer in quality, variety, convenience, time saving and other aspects. Impart other more extensive skills to employees, such as communication, team building, and other skills Strengthening the dedication of employees by trainingThe basic process oftrainingEvaluation: identify training needsSet up training goals which is clear and measurable Training: job training, job trainingEvaluation: Reflect performanceEvaluation of trainingeffectResponse: the trainee's response to the training programKnowledge: test the traineeBehavior: to understand the changes in the behavior of the trainedtraineesEffectiveness: 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.In the training of ironing workers, decontamination workers, managers, and counter attendants, we should use specific training methods as is mentioned below.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.CHAPTER 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 thedegree from Pyramid to the final shape of the trapezoidal transition close to rectangular, even low levels of physical employees need improving gradually, and make them the self-realization of the spirit of the need to gradually increase the degree of satisfaction of senior. Therefore, not only need occupation career management in line with the development of life, but also need advanced people, need that is based on love, respect and self-realization, to truly understand what employees want in personal development, coordinate their planning, to help them achieve the occupation career goal. This will inevitably arouse the strong mental strength of employees' strong service in enterprises, and then form a great driving force for the development of enterprises, so as to better achieve organizational goals of enterprises.Thirdly, career management is the organizational guarantee of an enterprise. The fundamental reason for any successful enterprise is to have high quality entrepreneurs and high quality employees. The talent and potential can be fully realized, human resources will not be wasted, wasted, the survival of the enterprise growth is inexhaustible, inexhaustible source.I support that picking out part of the employees selectively to make career plans in the company is better.And the career planning should include the aspects below.CHAPTER 11 ESTABLISHING STRATEGY PAY PLANSThe company should agree on the use of job evaluation to establish a formal salary structure.The principle of fairness is one of the principles of salary management. It is divided into internal fairness and external fairness. The internal equity emphasizes that the salary structure between the different types of work within the organization should be reasonable.That’s why the company should agree on the use of job evaluation to establish a formal salary structure.It is not reasonable to Carter's policy of paying wages above the average of 10%.For the first, the employee's salary is not only for the employees' work enthusiasm and work income, but also by the laws and regulations of the state. Second, the cost of living and the price level should be a normal proportion. Third, there are certain rules for the salary level between the regions and the industries. So I think the employee's salary should be adjusted properly rather than fluctuating at random It is unwise for Jack, Carter's differential wage system for men and women. Because that will lead people misunderstand that the company has sex discrimination, after all, women employees can do well..CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVESThe incentive plan should not be extended to other ironing workers and other employers should not carry out similar plans, as it will decrease the quality as we see from the case.I suggest that another form of incentive plan is better than Cater’s.That is in accordance with the same quality of work per hour increase, but the premise is that the qualified rate is 99%.And the rate of increase per hour can be increasing gradually.The incentive compensation plan needs to pay according to some predetermined objective performance criteria. All the incentive schemes have a characteristic that is to find a set of performance criteria that can be used to compare with them so as to determine the reward amount.CHAPTER 13 BENEFITS AND SERVICESI drafted a policy statement on vacation, sick leave, and non-working hours below:Remuneration policy of Cater Cleaning CompanyScope of applicationThis system is applicable to all employees of the Cater Cleaning CompanyWage structureThe composition of the salary is mainly designed from the angle of the monthly salary. The monthly salary structure of the company is as follows:Monthly salary = basic salary + performance wage + bonus + bonus + fine + deductions + overtime pay + allowance + special salary The paying in detailBut to a particular post and a person's vacation, our company has madethe following provisions1.Fine。

《机械优化设计》试卷与答案

《机械优化设计》复习题及答案一、填空题1、用最速下降法求f<X>=100<x 2- x 12> 2+<1- x 1> 2的最优解时,设X 〔0＝[-0.5,0.5]T ,第一步迭代的搜索方向为[-47;-50]。

2、机械优化设计采用数学规划法,其核心一是建立搜索方向二是计算最佳步长因子。

3、当优化问题是__凸规划______的情况下,任何局部最优解就是全域最优解。

4、应用进退法来确定搜索区间时,最后得到的三点,即为搜索区间的始点、中间点和终点,它们的函数值形成高-低-高趋势。

5、包含n 个设计变量的优化问题,称为n 维优化问题。

6、函数C X B HX X T T++21的梯度为HX+B 。

7、设G 为n×n 对称正定矩阵,若n 维空间中有两个非零向量d 0,d 1,满足<d 0>T Gd 1=0,则d 0、d 1之间存在_共轭_____关系。

8、设计变量、约束条件、目标函数是优化设计问题数学模型的基本要素。

9、对于无约束二元函数),(21x x f ,若在),(x 20100x x 点处取得极小值,其必要条件是梯度为零,充分条件是海塞矩阵正定。

10、库恩-塔克条件可以叙述为在极值点处目标函数的梯度为起作用的各约束函数梯度的非负线性组合。

11、用黄金分割法求一元函数3610)(2+-=x x x f 的极小点,初始搜索区间]10,10[],[-=b a ,经第一次区间消去后得到的新区间为[-2.36,2.36]。

12、优化设计问题的数学模型的基本要素有设计变量、约束条件目标函数、 13、牛顿法的搜索方向d k =,其计算量大,且要求初始点在极小点逼近位置。

14、将函数f<X>=x 12+x 22-x 1x 2-10x 1-4x 2+60表示成C X B HX X T T++21的形式。

15、存在矩阵H,向量 d 1,向量 d 2,当满足<d1>TGd2=0,向量 d 1和向量 d 2是关于H 共轭。

形考任务02(案例分析题)

形考任务02(案例分析题)
情景描述
本案例涉及一家名为XYZ公司的跨国企业，该公司面临来自新兴市场竞争对手的挑战。

在全球化的背景下，XYZ公司需要调整其战略以提升竞争力。

问题
XYZ公司在面对竞争对手时，应采取哪些管理策略以保持竞争优势？
解决方案
1. 建立全球化战略：XYZ公司应考虑扩大其全球市场份额，通过进一步扩展至新兴市场来提供更多的机会。

这可以通过建立全球供应链和扩展销售网络等方式实现。

2. 创新与研发：XYZ公司应将创新和研发作为保持竞争优势
的关键策略。

通过不断推出新产品和服务，XYZ公司可以满足不
断变化的市场需求，并提供更高质量的产品。

3. 人才发展与管理：XYZ公司需要高效地管理和发展其人才。

这可以通过建立良好的培训和发展计划，吸引和保留有才华的员工，并通过激励措施激发员工的创造力和潜力。

4. 风险管理：XYZ公司在面对竞争时需积极管理风险。

这可
以通过进行市场研究和竞争情报搜集，了解竞争对手的行动和策略，以及积极应对市场变化和挑战。

5. 品牌建设和营销：XYZ公司需要在全球市场上建立强大而
具有竞争力的品牌。

通过提供独特的价值主张，进行差异化营销和
品牌宣传，XYZ公司可以赢得客户和市场份额。

结论
通过采取上述管理策略，XYZ公司可以保持竞争优势，应对
来自新兴市场竞争对手的挑战，并实现全球扩张和增长的目标。

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目录1高掉话高分配失败案例 (2)1.1小区高掉话案例1 (2)1.2小区高掉话案例2 (2)1.3小区高掉话案例2 (2)2信令分析案例 (4)3区域性掉话案例 (6)3.1区域性掉话案例1 (6)3.2区域性掉话案例2 (6)4切换失败案例 (8)4.1INTER BSC切换失败高小区检查 (8)4.2INTRA BSC切换失败高小区检查 (8)5全网优化案例 (11)6答案 (13)6.1高掉话高分配失败案例答案 (13)6.1.1高掉话高分配失败案例答案1 (13)6.1.2高掉话高分配失败案例答案2 (13)6.1.3高掉话高分配失败案例答案2 (13)6.2信令分析案例答案 (14)6.3区域性掉话案例分析答案 (14)6.3.1区域性掉话案例答案1 (14)6.3.2区域性掉话案例答案2 (14)6.4切换失败案例答案 (15)6.4.1INTER BSC切换失败高小区答案 (15)6.4.2INTRA BSC切换失败高小区检查 (15)6.5全网优化案例答案 (16)1高掉话高分配失败案例1.1小区高掉话案例1以下是某个小区Abis信令统计数据，所用频率平均上行接收电平平均下行接收电平平均上行接收质量平均下行接收质量平均上行路径损耗平均下行路径损耗上下行路径损耗差值上下行质量差值手机平均发射功率基站平均发射功率采样数呼叫次数1 -88.84 -73.79 1.02 0.32 120.44 112.79 7.65 -0.7 31.61 39 4369 85 91 -85.79 -77.33 0.06 0.18 115.74 116.33 -0.59 -0.11 29.95 34.6 3023 41 82 -80.64 -76.62 0.15 0.29 106.79 111.59 -4.8 -0.14 26.15 34.97 633 19 49 -79.53 -76.71 0.31 1.12 106.46 113.46 -7 -0.81 26.94 36.5 3406 81TA分布：TA 0 1 2 3 4 5 6 7百分比11.8% 55.6% 29.4% 0.4% 0.4% 0.0% 0.4% 0.2%问题1：判断导致该小区高掉话率、TCH高分配失败率的可能原因。

问题2：该小区BCCH是占用哪个频点。

问题3：该小区上下行路径损耗是否正常，路径损耗与哪些因素有关，写出相关的计算公式。

问题1：请列出在几种掉话种类及计数器。

问题2：发生此类问题有几种可能。

问题3：碰到此类问题，请列出优化思路及处理方法。

问题1：请问根据上述描述，具体哪个硬件有问题。

问题2：此硬件能携带多少RSL。

问题3：在整个BSC中，最多可以有多少块此类硬件。

2信令分析案例请根据以下该小区的信令图示，分析该小区掉话时的主要特点，并给出调整建议：3区域性掉话案例3.1区域性掉话案例1请根据以下描述信息，判断导致这些小区掉话的可能原因，并给出调整建议。

通过对数据的分类汇总，我们发现有200多个小区是覆盖某市区及其县城的，筛选出部分掉话次数相对较多的小区进行信令跟踪，跟踪后发现这些小区的各项指标（电平值、话音质量、路径损耗等）都很好，但通过对部分掉话的分析发现这些掉话都有如下的一些共性：➢话音信道分配后上、下行电平均较好，话音质量也很好，随后就进行了合理的功控（适当的减少了MS及BS的发射功率），以此来减少不必要的干扰；➢通话一定时间后上行电平突然陡降到-110dBm以下，话音质量立刻为7，此时虽及时进行了功控（满功率发射），但上行电平和话音质量仍极差，并由此RLTO计时溢出造成MC736掉话。

➢在上行电平陡降的过程中，邻区信号也随之突然消失。

➢此类掉话的TA分布离基站较近，大约1公里范围内。

3.2区域性掉话案例2某BSC出现大量的掉话，怀疑是硬件问题，做A口信令跟踪如下：异常中断消息原因。

PCM TS CLREQ Equipment fail。

37 CLREQ Equipment fail。

37问题1：根据此信令，可以判断出有什么问题？问题2：如果无信令跟踪设备，可以用什么方法来判断此类问题？问题3：在优化过程中，碰到此类问题，请说出具体解决方法及思路。

4切换失败案例4.1INTER BSC切换失败高小区检查某小区（CI＝104）切换成功率较低，通过话务统计报告分析，发现该小区切出成功率正常，但切入成功率较低。

进一步分析发现，该小区与在同一BSC下的其他小区之间无论切入切出均正常，而与非同一BSC下的其他小区间，切出正常，切入均不成功。

为此，通过A接口信令统计数据（见下表），进行了更深入的分析。

问题：请画出同一交换机下BSC间的切换信令流程，并根据信令流程说明该小区在切入上的主要问题出在哪个环节，由此判断问题产生的可能原因。

Handover Serving CellHandoverTarget CellHandoverRequiredHandoverCommandHandoverRequestHandoverRequest Ack3022 104 0 0 0 0641 104 93 0 93 01063 104 37 0 37 02012 104 0 0 0 01013 104 3 0 3 0642 104 64 0 64 0643 104 45 0 45 0102 104 0 0 0 01012 104 1 0 1 03020 104 56 0 56 04160 104 2 0 2 01061 104 0 0 0 0101 104 0 0 0 03202 104 49 0 49 02013 104 1 0 1 03061 104 1 0 1 04.2INTRA BSC切换失败高小区检查某小区(16705_3822)切换成功率较低，通过话务统计报告分析如下：其180报告如下：问题1：根据列出的统计报告，判别此小区存在什么问题？问题2：判断的问题具体应如何处理？5全网优化案例如果你作为优化队伍的Team Leader，请根据下述信息，对整个网络做一个初步的分析和判断，并在此次基础上制订出相应的优化技术方案。

（注：请说明你分析和判断的依据及制订技术方案的理由。

）网络规模如下：4个MSC、17个BSC、880个小区、4192个载频，其中市区13个BSC、3245个载频、610个小区，微小区80个（室外微小区9个），全网话务量6500Erl左右。

频率分配如下：宏小区使用频段12.6M（频点20-82），其中BCCH使用3M (频点20-34)，TCH使用9.6M（频点35-82）,为1*3方式射频跳频；微小区频段2.4M(频点83-94)，采用基带跳频。

部分室外微小区也采用射频跳频。

优化前，发现网络具有如下一些特点：➢全网掉话率、网内干扰水平都比较高；➢在用户话费促销政策的影响下，全网话务量持续走高，甚至个别高配置基站出现了经常性的话务拥塞；用户希望通过紧急扩容来解决。

➢为了吸收热点地区的话务，用户将部分空闲小区的载频通过光纤直放站耦合的方式，覆盖到热点地区，认为即解决了热点地区的话务，又充分利用了闲置载频，但发现这些小区的掉话率增高明显。

信令跟踪表明，上行质量明显变差，上下路径损耗明显不等。

➢通过网管指标，发现全网受干扰的空闲时隙从某一时期开始持续增加，且主要集中在市区部分小区。

有的小区空闲时隙持续受到干扰，有的小区却是不定期出现。

此时，联通C网的基站正在逐渐开通并试运行。

调查也发现，市场上出现了一些用于防止用户在一些特殊场所（如加油站、会议室）使用移动电话的干扰器。

➢部分室外微小区的话务量一直偏低，但掉话次数较高。

用户对微小区吸收不了足够的话务表示不满，但尚未做细致的调查。

➢部分室内微小区，在靠近窗口附近，用户反映话音质量较差，听不清楚。

调查时，发现靠近窗口的室内外信号都比较强，覆盖良好，但比较容易在室内外小区间切换。

➢在市区路测中，发现掉话也比较多。

分析发现：在主干道上，道路两侧的室内微小区的信号泄漏到了马路上，信号较强，但不够稳定。

当手机切换到这些微小区，或在其上发起呼叫时，话音质量较差，电平衰落较快，手机还没来得及切换到室外宏小区时，就产生了掉话。

6答案6.1高掉话高分配失败案例答案6.1.1高掉话高分配失败案例答案1问题1：从Dafne信令上来看，TRX 1的上行接收质量、TRX 4 的下行接收质量偏大，初步怀疑是载频硬件问题，主要是因为如果有干扰源干扰的话，接收质量一般在0.6—0.8，所以初步怀疑是载频有隐性故障。

问题2 ：BCCH占用的频点为1，在BCCH参与PC，所以发射功率为满功率发射。

问题3：该小区的TRX 1路径损耗偏大。

路径损耗分上下行路径损耗，具体的公式如下：下行传输路径损耗＝基站机顶功率－基站馈线损耗＋基站天线增益＋移动台天线增益－移动台馈线损耗－移动台接收灵敏度－人体损耗－功率余量上行传输路径损耗＝移动台功率－移动台馈线损耗＋移动台天线增益－人体损耗＋基站天线增益＋分集增益＋塔放带来的增益－基站馈线损耗－基站接收灵敏度－功率余量当上下行平衡时应该有：基站机顶功率－移动台接收灵敏度＝移动台功率＋分集增益－基站接收灵敏度问题4：在空间损耗中，主要和发射功率、距离有关，这些因素扩大一倍增加6db损耗。

优化考试题库(案例分析-卡特)

管理咨询师案例分析备考题附答案

中国移动网上大学传输 设备基础 卡特 L1题库

优化考试题库案例分析-卡特

卡勒皮特案例分析答案

优化考试题库(案例分析-卡特)

卡特洗衣公司案例分析答案超全

《机械优化设计》试卷与答案

形考任务02(案例分析题)

中国移动网上大学传输设备基础卡特 L1题库