CHAPTER6-STAFFING & HUMAN RESOURCE MANAGEMENT PPT资料共60页

托育机构保育指导大纲试行读后感英文回答：The "Guiding Outline for Childcare Institutions" is a comprehensive document that provides detailed guidelines and standards for the operation of childcare institutions in China. It covers a wide range of topics, including the physical environment, staffing, curriculum, and health and safety.The document is divided into eight chapters:Chapter 1 provides an overview of the purpose and scope of the document.Chapter 2 discusses the physical environment of childcare institutions, including the size, layout, and equipment.Chapter 3 covers staffing, including thequalifications, training, and responsibilities of staff members.Chapter 4 outlines the curriculum for childcare institutions, including the types of activities that should be provided and the goals that should be achieved.Chapter 5 discusses the health and safety of children in childcare institutions, including the prevention of accidents, the provision of first aid, and the promotion of healthy habits.Chapter 6 covers the management of childcare institutions, including the roles and responsibilities of the director and other staff members.Chapter 7 discusses the evaluation of childcare institutions, including the criteria that should be used and the methods that should be employed.Chapter 8 provides guidance on the implementation of the document.The "Guiding Outline for Childcare Institutions" is a valuable resource for childcare providers in China. It provides clear and concise guidelines that can help to ensure the quality of care that children receive.中文回答：《托育机构保育指导大纲（试行）》是指导托育机构开展保育工作的综合性文件，对托育机构的场地设置、人员配备、保育内容、卫生保健与安全管理等方面提出了详细的指导和规范。

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 (25)CHAPTER 10 MANAGING EMPLOYEE RETENTION, ENGAGEMENT, AND CAREERS .. 28 CHAPTER 11 ESTABLISHING STRATEGY PAY PLANS (32)CHAPTER 12 PAY FOR PERFORANCE AND FINANCIAL INCENTIVES (33)CHAPTER 13 BENEFITS AND SERVICES (35)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 employee s didn’t know their clear division of responsibilities; as a result, Cater Center would beinefficiency after confusion day by day. Numan resource of Cater Center couldn’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 tosize 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.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 of structure 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 organizationalstructure 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 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.Wha t’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 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.CHAPTER 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 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-mailCHAPTER 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 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 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 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 recruitment exam 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. Thisshows that the manager is ready to control the situation and carry out the leadership."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 otherdepartments?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 trainedtraineesWe 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 employeesimprove satisfaction levels in various needs, to meet the needs of the degree 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 companyhas 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 made the following provisions1. Fine。

Chapter 1 Business and Society教学目标：Define the term “social responsibility”.Understand why businesses should act in a socially responsible way.Identify the four basic areas of consumerism.Find and discuss examples of ethical/unethical business behavior.1.V ocabularyBusiness Organization Firm ObligationSocial responsibility Social concern Consumer Consumer legislation Consumer concerns Consumer advocate Consumerism The right to safetyThe right to be heard Nonprofit organization Business ethics SurveyBribery Embezzlement Kickback SurvivalHonest dealing Peer company Government agency EthicalUnethical Legal Illegal In the long runTo maximize To minimize To function To boycott To condemn To patronizeTo deal with To mislead To misrepresent To monopolize2.What is social responsibility?Social responsibility is the obligation a business assumes to:A. maximize its positive impact.B. minimize its negative impact.C. help to improve society.D. help to solve social problems.3. Why act in a socially responsible way?1). Society provides conditions for businesses to exist.- social setting including laws, customs, etc.- other social and cultural norms.- professional/technical personnel.- labor.It is only right for businesses to serve society’s goals.2). Businesses are a component of society.As overall social conditions improve, all the components of society –including businesses –will benefit.3). To be socially responsible also benefits businesses. Customers shun firms that- turn out inferior or shoddy products;- cheat them out of their money;- pollute the environment; and- engage in unethical practices.4). A company will make greater profits in the long run if it considers benefits to society. They will find it easier to hire better employees and win more customers.For socially irresponsible businesses, people tend to:- boycott its goods/services;- influencing officials against it;- condemning it in the media;- buy goods/services in other firms4.ConsumerismWhat is consumerism?Consumerism is the public demand for more protection of the buyer’s rights.Right to SafetyRight to InformationRight to ChooseRight to Be heard5.Basic areas of consumerism1). The right to safety- product safe for intended use- explicit directions for use- properly tested to ensure reliability & quality2). The right to information- detailed information about ingredients- instructions for use3). The right to choose- customers having access to a variety of products/services at competitive prices- competition free to flourish4). The right to be heard- consumers’interests receiving full consideration- consumers able to appeal beyond a company6.What is ethics?Ethics is the study of morals and moral choices.7. What is business ethics?Business ethics refers to moral principles that define right and wrong behavior in the world of business.8. Ethics vs. LawWhile many ethical standards are defined by laws, the law does not cover all unethical conduct. Abiding by the law defines a minimum guide for ethical behavior.People’s ethical code is influenced by laws, culture, professional codes, and individual values.9. Business ethicsEthical business behavior:- law abiding- providing satisfactory products/services- offering reasonable prices- offering fair wages and employee benefits- raising fund for charities- protecting the environment10. Unethical business behavior:- law-defying- cheating customers- misrepresenting products/services- polluting the environment- offering bribes/kickbacks/payoffs- price-fixing11.AssignmentPresentation work:Find information from media and introduce a socially responsible/irresponsible business. Discussion topic:Do you agree with people who say “it is simply good business to be ethical”? Give your reasons.Chapter 2 Forms of Business Ownership (1)教学目标：Understand the nature of sole proprietor-ships and partnerships.Describe the advantages and disadvantages of sole proprietor-ships.Describe the advantages and disadvantages of partnerships.1.V ocabularySole proprietor-ship Partnership General partnership General partner Limited Partnership Limited Partner Partnership Agreement Partnership Interest Joint Venture Limited Liability Unlimited Liability Personal Income Tax Creditor Credit Rating Personal Assets LicenseSole Proprietor-ships2. What is a sole proprietorship?A sole proprietorship is a business owned by one person. It is a typically small business.- restaurants- beauty parlors- flower shops- newsstands3.Advantages of a sole proprietorshipEasy to start and easy to close.Direct and complete control.Greater motivation.Easy to keep trade secrets.Fewer and lower taxes (compared with incorporated companies).4. Disadvantages of a sole proprietorshipUnlimited liability –all of owner’s assets are potentially at risk.Limited sources of funds.Limited management skills.Partnerships5.What is a partnership?A partnership is a business owned by two or more persons. It has 3 basic types: general partnership, limited partnership, and joint venture.6.Three types of partnership1). General partnershipAll partners have unlimited liability.2). Limited partnershipat least 1 general partner + at least 1 limited partner (who does not participate in the management of the business)3). Joint ventureestablished for a specific project7.Advantages of a partnershipEasy to start or organize.Partners may specialize in different areas of business management.Additional capital injected by each partner.Losses shared between the partners.Incentive for key employees.8.Disadvantages of a partnershipUnlimited liability.Profits are shared.Short length of life in the event of the death of one of the partners.All partners are bound by the decision of any one of them - owner conflict;Difficulty in withdrawing.9.AssignmentPresentation work:Tell people how you plan to start a small business after you graduate.Discussion topic:Compare a sole proprietorship with a partnership and discuss their respective advantages and disadvantages.Chapter 3 Forms of Business Ownership (2)教学目标：Understand the nature of a corporation and its advantages and disadvantages.Describe how a corporation is created and managed.Understand how the form of organization affects (1) taxes, (2) the distribution of profits, (3) the ownership and control of a business, and (4) the liabilities of business owners.1.V ocabularyCorporation Private Corporation Public Corporation Corporate Charter Corporate Bylaw Corporate Officers Incorporator ProspectusLegal entity Legal being Artificial Being Shareholder2. What is a corporation?A corporation is a legal body created by the state. As a legal body, it is able:- to buy, own, and transfer property;- to enter into contracts with individuals or with other legal bodies;- to sue or be sued in its own name.3. Private and public corporationsA private corporation is one that has only a few shareholders.Private corporations do not have to:- produce financial reports to the public;- go through complex procedures to make decisions;- hold public stockholder meetings.mon stock vs. preferred stockCommon stock- Anyone can buy and sell shares of common stock.- Owners have a right to vote on the company’s board of director.- Owners are entitled to receive dividend payments.Preferred stock- Owners get preference in the distribution of the company’s earnings.- Owners receive a fixed dividend before common stockholders receive any dividends.- Owners usually do not have the right to vote on the company’s board of directors.5.Management of CorporationsBoard of directors: to ensure that the objectives of the corporation are achieved on schedule. Corporate officers: responsible to the board of directors for the management and daily operations of the firm.6.Advantages of a corporationLimited liability;Ease of transferring ownership;Continuous life;Ease of attracting capital;Large size.7.Disadvantages of a corporationGovernment regulations;Higher taxes;Lack of personal interest;Lack of secrecy;Rigid structure;Difficulty in creating.8. AssignmentPresentation workSelect a corporation and tell people its major features.Discussion topicWould you like to work in a sole proprietorship, a partnership, or a corporation? Give your reasons.Chapter 4 Management Principles教学目标：Define management and understand its role in achieving organizational objectives.Identify three levels of management and explain how the focuses of managers at each level differ. Describe the major functions of management.1.V ocabularyManagement Manager Top Management Middle Management First-line Management Planning Long-range Planning Short-range Planning Strategic Plans Tactical Plans Organizing Staffing2. What is an organization?An organization is any group of individuals who work together for the achievement of some stated or implied objectives.Two major types of organization:- business organization- nonprofit organization3.What resources do organizations have?To achieve its objectives, every organization must have resources, which generally fall into three types.- human resources: people (employees)- physical resources: equipment, machinery, raw materials, etc.- financial resources: money and other valuable assets4.What is management?Management is the process of coordinating human, physical, and financial resources to achieve an organization’s objectives.Management and managers are found wherever people are working together to achieve some common objectives.5.Top managementHaving overall responsibility for the organization.Concentrating on making strategic decisions or “doing the right thing”.Top managers generally have many years of varied experience.6. Middle managementResponsible for certain areas, departments or divisions.Making plans to implement strategic decisions made by top management (doing things right). Making operating plans for their particular area.7. First-line ManagementResponsible for implementing plans established by middle management.Supervising workers and managing day-to-day operations.Providing leadership that is appropriate for the situation.8. Functions of management1). Planning: selecting a course of action- Strategic plans: long-range plans- Tactical plans: short-range plans2). Organizing: structuring of resources- dividing work into small units- assigning tasks to individuals or groups- arranging jobs into specific departments- establishing lines of authority and accountability3). Staffing: hiring people to do work- Recruiting: attracting qualified applicants- Selection: choosing the best candidate4). Directing: motivating and leading employees to achieve objectives5).Controlling: evaluating and correcting activities to keep the organization on course- Measuring the performance.- Comparing performance with standards.- Identifying deviations from standards.- Investigating causes of deviations.- Taking corrective actions if necessary.9.AssignmentPresentation workSupposing you are a divisional manager of a large corporation, tell people about your work. Discussion topicWhat different personal qualities / background should people at top / middle / first-line management have?Chapter 5 Managerial Skills and Managers教学目标：Identify the three styles of leadership.Describe the skills managers need in order to be successful.Describe how organizations acquire managers.Discuss some effective ways of achieving good communication within an organization.1.V ocabularyManagerial Skill Styles of Leadership Autocratic Leaders Democratic Leaders Free-rein leaders Style Flexibility Technical Skills Conceptual Skills Human Skills MBA Internal Promotions RoutineSpecific Productivity Morale FeedbackCredibility Annual Performance2. Leadership and styles of leadershipLeadership is the ability to influence employees to work toward the achievement of organizational goals.Three basic styles of leadership:- autocratic- democratic- free-rein3. Autocratic leadersMaking all the decisions;Directing and commanding subordinates;Dogmatic and task-oriented;Total disregard for what employees might think;Effective when employees are unskilled or unmotivated.4.Democratic leadersPaying attention to opinions and ideas from staff.Making decisions together with subordinates;More open, cooperative, and supportive than autocratic leaders;Effective when employees are skilled and motivated.5.Free-rein leadersLetting their employees work without much interference;Showing a great deal of trust and confidence in the employees;Effective when employees are highly skilled and fully motivated to achieve their goals.6.Managerial skillsManagers need technical skills to- perform a job;- communicate effectively with subordinates and superiors;- gain credibility.7. Conceptual skills are necessary for managers to- think in abstract terms;- see how parts form the whole;- promote creative thinking;- develop a long-term perspective.8. Human skills, also referred to as people skills or human relation skills, are needed to - get along well with people;- deal with people effectively;- generate confidence and commitment;- create a sound work environment.9.Where do managers come from?Promoting from withinAdvantages:- increasing motivation- building company loyalty- new managers familiar with the companyDisadvantages:- few or no new ideas- making innovations difficult10. Where do managers come from?Hiring from withoutAdvantages:- bringing fresh ideas- promoting innovationDisadvantages:- difficult to find suitable people- internal resentment11. Better management communicationGuidelines for managers to communicate better1. Communicate your overall purpose.2. Communicate your expectation.3. Provide feedback on performance.4. Communicate all changes.5. Communicate face to face.12. AssignmentPresentation work1. Create situations to illustrate effective use of different styles of leadership.2. If you were the head of a department, how would you communicate with those above you (your superiors) and those under you (your subordinates)?Chapter 6 Corporate Culture教学目标：Define the term “corporate culture”.Describe the various elements of corporate culture.Explain the importance of developing a strong corporate culture.Describe the role played by the hero, the storyteller and the priest.1.V ocabularyCorporate Culture Organizational Culture Esprit de Corps Sense of Identity Sense of Togetherness Shared Values Organizational Motto Role models Number 1 Rule Informal system of rules Bureaucracy Company Uniform2.What is specializationSpecialization = division of labor- dividing work into small, specialized tasks- assigning employees to do a single task3.Why is specialization important?Specialization is important because it- raises efficiency;- minimizes time lost when workers have to perform more than one task;- enables use of specialized equipment;- simplifies training.Negative effects: Workers may become bored and dissatisfied with their jobs.4. What is delegation of authority?Delegation of authority means:- assigning tasks to employees- allowing them to use resources to accomplish the tasks- making them accountable for proper execution of the work5.Reasons for delegation of authority- As a company grows, it is impossible for one manager or owner to do everything.- Delegation frees the manager to attend to other matters.6.Centralization vs. DecentralizationCentralization means that top-level managers delegate very little authority to the lower levels. Reasons for centralization:- Decisions to be made are risky.- Low-level managers are not skilled in decision making.Decentralization means that decision making power is delegated to the lower levels of the organization.Reasons for decentralization:- Companies operate in complex and unpredictable situations.- Lower-level managers have strong decision making skills.7.What is departmentalization?Departmentalization refers to grouping of jobs into units called departments, units, groups or divisions.Departments are commonly organized by function, products, territory or customer.8.Ways of DepartmentalizationBy function- grouping of jobs according to business function such as production, marketing, finance, etc.;- each department managed by an expert;- each manager needs only skills related to his/her department;By product- grouping of jobs around the products of the firm;- functional activities located within each product division;- coordination and decision making becoming easier;- duplication or redundancy of functional departments.- conflict between departments may affect the whole organization.By territory- grouping of jobs by geographic location;- able to cope with vast differences between territories and respond to unique requirements of each area;- requiring more administrative staff to coordinate operations.By customer- grouping of jobs around the needs of various types of customers;- easy to respond to different needs of different customer groups;- requiring more administrative staff to coordinate operations.9. AssignmentPresentation work1. Select a company and tell people about its organizational structure.2. Find examples to illustrate the four different ways of departmentalization.Chapter 7 Business Organization and Structure教学目标：Explain the importance of job specialization to an organization.Explain the concept of accountability.Compare the advantages and disadvantages of centralization and decentralization.Identify four types of departmentalization.1.V ocabularySpecialization Division of Labor Specialized Task Specialized Equipment Organizational Structure Centralization Decentralization Extent of Centralization Centralized Organization Decentralized Organization DepartmentalizationFunctional Departmentalization Product Departmentalization Territorial Departmentalization Customer Departmentalization Superior Authority Delegation of Authority Administrative Staff2. What is specializationSpecialization = division of labor- dividing work into small, specialized tasks- assigning employees to do a single task3.Why is specialization important?Specialization is important because it- raises efficiency;- minimizes time lost when workers have to perform more than one task;- enables use of specialized equipment;- simplifies training.Negative effects: Workers may become bored and dissatisfied with their jobs.4. What is delegation of authority?Delegation of authority means:- assigning tasks to employees- allowing them to use resources to accomplish the tasks- making them accountable for proper execution of the work5.Reasons for delegation of authority- As a company grows, it is impossible for one manager or owner to do everything.- Delegation frees the manager to attend to other matters.6.Centralization vs. DecentralizationCentralization means that top-level managers delegate very little authority to the lower levels. Reasons for centralization:- Decisions to be made are risky.- Low-level managers are not skilled in decision making.Decentralization means that decision making power is delegated to the lower levels of theorganization.Reasons for decentralization:- Companies operate in complex and unpredictable situations.- Lower-level managers have strong decision making skills.7.What is departmentalization?Departmentalization refers to grouping of jobs into units called departments, units, groups or divisions.Departments are commonly organized by function, products, territory or customer.8.Ways of DepartmentalizationBy function- grouping of jobs according to business function such as production, marketing, finance, etc.;- each department managed by an expert;- each manager needs only skills related to his/her department;By product- grouping of jobs around the products of the firm;- functional activities located within each product division;- coordination and decision making becoming easier;- duplication or redundancy of functional departments.- conflict between departments may affect the whole organization.By territory- grouping of jobs by geographic location;- able to cope with vast differences between territories and respond to unique requirements of each area;- requiring more administrative staff to coordinate operations.By customer- grouping of jobs around the needs of various types of customers;- easy to respond to different needs of different customer groups;- requiring more administrative staff to coordinate operations.9.AssignmentPresentation work1. Select a company and tell people about its organizational structure.2. Find examples to illustrate the four different ways of departmentalization.Chapter 8 Products教学目标：Define the term product and classify products.Describe the research and development process of new products.Describe the product life cycle and discuss how it relates to product planning.1.V ocabularyProduct Tangible Product Intangible Product Consumer Product Industrial Product Competing Product Sample Product Potential ProductLife Cycle of a Product Introduction Growth MaturityDecline Potential Profitability Marketing Mix PromotionPromotion Cost Gross National Product Research and Development2. What is a product?The term product generally refers to goods and services which provide use or satisfaction.1). Goods- made or manufactured- tangible and have utility- can be divided into consumer products (for household or family use) and industrialproducts (for industrial use).2). Services- tangible (haircut, car wash, etc.)- intangible (service provided by lawyers, consultants, etc.)- generating jobs- contributing much to a country’s GNP3. New product developmentFor companies, developing new products is both important and risky. It usually goes through the following steps.1). Developing new ideas;2). Screening new ideas;3). Market research;4). Product development (on a limited scale);5). Test marketing;6). Commercialization.4.Product life cycleLike human beings, products are born; they grow, they mature, and eventually they die. Many of them go through four stages.- Introduction- Growth- Maturity- Decline5.Product life cycle - introduction- product new to the public;- sales unstable and company losing money;- prices high because of development and promotion costs;- sales moving up from zero;- profits moving from below zero to break- even point.6.Product life cycle - growth- Sales and profits rise rapidly.- Prices remain high in the beginning to recover heavy introduction loses.- Prices decline in later period because of competition.- Product is constantly improved.- Company tries hard to expand market.7.Product life cycle - maturity-Growth stabilizes and eventually slows down.- Competition becomes intense, forcing prices to g o down and become relatively stable.- Customer loyalty is established to ensure limited sales.8.Product life cycle - decline- Product fades as it is replaced by something new.- Businesses begin to cut promotion cost and withdraw from the market.- Some products may linger because of strong brand loyalties, while less identified products disappear quickly.9. AssignmentPresentation workFind examples among products you are familiar with to illustrate the four different stages of product life cycle.Discussion topicDiscuss how each stage of product life is related to a company’s sales and profits.Chapter 9 Pricing教学目标：Define pricing and understand its importance in marketing.Describe various pricing objectives a firm might employ.Relate the elements of demand, cost, and profit to pricing policies.1.V ocabularyPricing Pricing Decision Pricing Objectivity Pricing FlexibilityPricing Policy Skimming Pricing Penetration Pricing Odd PricingPrestige Pricing Psychological Pricing Special Rates Price StabilityProfit Maximization Sales V olume Sales Maximization BarterElastic Demand Inelastic Demand Brand Loyalty Purchasing Power2.What is price?Price is the value placed on an object involved in an exchange between a buy and a seller.- usually set by the seller- often changed/negotiated through interaction between buyer and seller。

生活垃圾分类人员配置Chapter 3: Project StaffingOur company has a team of highly qualified nal managers and technical personnel。

including several nal managers XXX services。

From the company's general manager to project managers and administrators。

XXX.Building on our existing business quality management ork。

we XXX skills training。

improving management methods。

and enhancing assessment efforts。

we aim to raise the level of waste sorting management for this project。

Our goal is to ensure that we meet the standards and management requirements XXX both the public and our leadership.n 1: XXXUnder the leadership of our company。

we will XXX of a project manager (site manager) and area administrators who will be XXX.We will implement a management system that includes daily ns。

weekly checks。

monthly assessments。

XXX ns。

we will strictly enforce rules and implement a "person。

彼得潘第六章概括英文There are many kids, imagine to play everyday,withour studying or growing up. The main role Peter Pan ,in this book, was just a boy who want never to grow up. He lived in Neverland, like a heaven, there were sweet-sounding fairies, long-hair mermaid, never grown-up kids, mysterious Indians, terrible pirates, and crocodiles which can make a sound like "dada".Howerer,colorful life couldn't replace Peter's missing of his mother. So a girl named Wendy, who also want never to grow up, came into Neverland to become the kids ‘mother. They began the all kinds of adventure inNeverland.However,Wendy choose to grow up in the end .She, with her "children" ,flew through the window home, which there mother had kept open for them.The boy Peter, unwanted to grow, though own a world of happiness, he can't have a warm fanily.He could just look by the windows, watch the stoves, smiles and the affection in a family, and went away silently with the fairies, disappeared in the night.The writer,SirJames Barrie, a British novelist and dramatist ,had wrote a lot of fairy tales in his life.Peter Pan was his representative worksite has the most effects.《彼得·潘》的情节十分有趣，写的是达林先生家里的三个小孩，经受不住由空中飞来的神秘野孩子彼得·潘的诱惑，很快也学会了飞行，趁父母不在，连夜飞出窗去，飞向奇异的“梦幻岛”。

Chapter 6 修饰成分MODIFIERS形容词和副词1、形容词与副词是常见的修饰语：形容词只能修饰名词或代词；而副词可以修饰除了名词或代词的一切词，如动词、形容词、副词、短语、介词甚至整个句子。

副词通常以-ly结尾。

要注意像feel这样的▲系动词后面接形容词而不是副词，因为该形容词修饰的是名词主语而不是feel。

如：Amy is feel GOOD. (good修饰主语Amy.)2、在语法考题里经常会出现两个语法修饰结构：形容词+形容词+名词：在此结构中，两个形容词都修饰名词;副词+形容词+名词：在此结构中，副词修饰形容词，形容词修饰名词。

这两个结构的意思是不一样的，要通过作者的意思来选择。

如：（▲经典例子！！）Wrong： James Joyce is Max’s SUPPOSEDLY Irish ancestor.Right： James Joyce is Max’s SUPPOSED Irish ancestor.在这个句子里James Joyce不一定是Max的ancestor，但James Joyce一定是爱尔兰人。

所以选择用supposed去修饰名词ancestor。

Wrong： Max’s grandmother is his SUPPOSED Irish ancestor.Right : Max’s grandmother is his SUPPOSEDLY Irish ancestor.在这句里，问题变成了Max’s grandmother是不是爱尔兰人，而不是grandmother是不是Max的ancestor。

所以这里应该选择supposedly修饰Irish。

名词修饰语3、名词修饰语（▲Noun Modifiers）目的在于告诉你更多关于被修饰名词的信息，或者说明句子具体讨论的是哪一个名词。

作用就像是一个长的形容词，前一两个单词决定它的词性。

修饰语与被修饰名词：Prep08中的解释：同位语：同位语由unrestricted adjectival phrase而来，同位语的修饰对象：名词或名词短语或代词同位结构的特征a.起修饰语的作用,一般用于修饰名词或名词短语；同位语解释的是整个名词，不是名短中某个词，故同位语不是核心词修饰。