人力资源业毕业之外文文献原稿译文

外文文献原稿和翻译

原稿

Attract and keep good employees

Introduction

Attracting and retaining great staff is the key for business success. Talented people who continue to develop skills and increase their value to their organization and to their customers are a company’s most important resource. The essay is on how to attract and retain these people and create an environment in which they remain competitive and continue to thrive.

Reasons for attracting and keeping good employees

More than a decade ago, leading trade associations in the United States began warning of an impending labor shortage. That prediction has turned out to apply to almost all parts of the more and more intensively competitive business world nowadays. This labor shortage affects almost every industry and employers must begin to look outside of traditional labor pool sources. As “greener” workers take their places on jobsites, accidents are sure to follow. That’s why attracting and retaining good employees is key. Company owners and management have to take the responsibility and efforts to create an environment where good employees are willing to work in and stay.

Definition of good employees

A productive employee is a satisfied employee. Productive, satisfied employees create successful busi nesses. It's management’s job to create the environment that enables employees to feel satisfied on a consistent basis.

"Employees are brought on to do a specific task, and a good employee knows where they're at, and where they're going," says Dustin Ford, an account executive at

Management Recruiters, one of the largest search firms in the country. "Employers, of course, are looking at, how can this employee either make money or save money?" Ford specializes in finding and placing people in the industrial sales sector. He worked for Motion Industries prior to this position, and has been recruiting for five years.

"Good employees are attracted by advantageous aspects other than strictly compensation, something more than a number," he says. "Today, they're looking for a career package, including a comfortable company culture, career path, diversity of responsibilities, and a work/life balance. That balance is becoming increasingly more popular. A company can give it all to an employee, but they still want to have a life to spend time with their spouses and kids."

David Groce is an account manager at Power & Controls Automation, an automation products distributor in Norcross, Ga. The company is the master distributor for Siemens Energy and Automation in Florida and Georgia.

"A good employee features loyalty, commitment, creativity, and attention to detail, a trait that is very important and quite rare," says Groce. "Beyond benefits and a salary package, an employee needs to have confidence in the company. They need to know that the products you are selling are no risk, and that the company itself will be staying in the industry, and is reliable."

According to Groce, security is the differentiation between a good company and a bad company.

Derek Butcher and his sister, Michelle St. John, are the operations manager and vice president of marketing, respectively, for their family business, IBS, Inc., a general-line distributor in Auburn, Wash. IBS sells cutting tools, abrasives, electrical components and fittings, among other products, to MRO customers in several industries.

"A good employee has a positive attitude, is trainable, has a reputable track record, and works well with others," says St. John. "As a small company, we are able to be more flexible, and boast a family-friendly environment with a more self-management style. We allow employees to take time for what they need and

make it up later, and have a benefit package that competes."

Improving quality of employees

The primary elements of any plan to improve the quality of the staff you employ include improving the quality of new hires, identifying and retaining superior employees, and developing employees (especially those with high potential for growth).

At the same time, you need to take a look at underperforming staff.. Ask whether each individual is in the wrong job. Determine whether the company has provided specific and clear requirements so the individual knows what you expect from him. Make sure you have provided feedback against goals and objectives so the person knows he is not meeting expectations.

Keeping employees

There are three parts to employee recruiting and retention: Identifying why employees leave; appreciating employees financially; and creating a better working environment.

Why do employees leave? When a problem arises on the jobsite, everything comes to a halt until the problem is identified and corrected. Contractors rarely follow the same process when an employee leaves.

Employers don’t have to wait until an employee leaves to begi n taking preventive measures. They can begin by asking themselves, “If I were looking for a job, why would I want to work for my company?”

Many of the underlying reasons employees leave have little to do with money. They often leave because of a human factor such as management conflict, broken promises, or perceived lack of appreciation, support or direction. Still others have nothing to do with the employer, such as a need to be physically closer to family. Employment may be through the following ways to inspire and retain employees:

1, pay compensation in line with the market level. Investigation on wages can be from the relevant institutions, recruitment firm, even Internet access. Any worth to retain staff is smart enough to know his salary is in line with the market.

2, shareholding system can inspire staff to increase loyalty to the enterprise. The most loyal employees, shares worth having parts of the enterprise. Experts believe that the system can reduce half the talent turnover.

3, bonuses and other performance incentive measures to stabilize staff loyalty to the enterprise. For many years a salesman commission smoking is very common, and now it can also be used as a reference applied to other types of employees.

Interests can attract and retain employees, but just the right amount of encouragement and praise you don't need to spend a lot of money, also can convey the positive information to employees, and increase its loyalty, reduce turnover rate. Other commonly used incentives including reimbursement charges also give employees learning program, retirement benefits, childcare subsidies, as well as the dual-earner couples for flexible working time arrangement. There are some preferential organization short weekend travel, for example, to provide car rental, preferential deals with professional body membership card, equipped with a desktop or laptop, equipped with mobile phones, additional paid leave, gifts, gifts health fitness center membership card, etc. Companies in this area can be creative, just make sure employees realize the value of these preferential benefits.

译文

介绍

吸引人才和留住人才，是企业成功的关键。企业最重要的资源，就是优秀雇员，他们不断提升工作技能，为企业和顾客带来更大的价值。本文论述的是如何吸引和留住人才来保持竞争力，以及如何打造持续繁荣发展的企业环境。

吸引和留住人才的重要性

十多年前，美国一些先进的公司就预言将会出现严重的人力资源短缺问题。这样的预言在当今竞争越来越激烈的商界中已经得到验证。人力资源短缺几乎能影响所有的行业，因此企业雇主应当跳出传统陈旧的人力资源配置概念。当“新手”雇员加入工作岗位，必然有各种问题随之产生。因此，吸引和留住企业中的优秀雇员十分重要。高效率的雇员就是令人满意的雇员。这样的人才能为企业创造更好的业绩。企业管理者有责任不断地营造能让人才乐意工作于其中的企业环境。

首先要确保新招募的雇员的素质，认定及留住资深雇员，再者就是发展有成长潜力的雇员。同时要关注表现欠佳的员工，去了解这类员工是否分配到了不适当的工作岗位，明确公司有无提供具体清晰的工作要求让员工清楚明白自己的工作职责。如果员工的表现没有达到预定的要求，企业管理者应明确地反馈给员工知道。

大卫·格洛斯是Power & Control Automation公司的客户代表。该公司是西门子公司在美国佛罗里达州和佐治亚州的主要分销商。他提出以下的观点：“一个出色雇员的特点是忠诚，有责任心，有创意，注重细节——这是最重要也最难得的特性。除了福利和报酬之外，雇员还需要对公司有一份信心。他们希望确定为公司销售的产品是安全无害的，希望确定公司会在业界保持稳固地位。”

格洛斯认为安全感是区分好企业与坏企业的一大特点。“优秀的雇员具有积极的态度和可培训性，他们有良好的工作记录，能与他们合作融洽。作为小型的

企业，我们可以更加灵活，并且我们很自豪能给雇员提供家庭般和谐友好的氛围，较有自我管理的风格。我们允许雇员处理个人事情但在过后补上该工作的时间，我们提供的整套福利也很有竞争力。”

提高员工素质

任何计划，提高员工的素质你雇佣了包括提高新员工的质量的主要因素，识别和留住优秀员工，并发展员工（尤其是那些具有高增长潜力的）。

同时，你需要在表现不佳的员工。一看问每一个人是否是在错误的工作。确定公司是否提供了具体而明确的要求使得个人知道你期待他。确保你提供反馈和目标，所以的人都知道他是不是会期望。

保持员工

有员工的招聘和保留三部分：确定为什么员工离开；欣赏员工的经济和创造一个更美好的工作环境。

为什么员工离开？当一个问题出现在现场，一切都来停止，直到问题被识别和纠正。承包商很少遵循相同的过程，当一个员工离开。

雇主不必等到某个员工离开开始采取的预防措施。他们可以开始问自己，“如果我找工作的时候，为什么我要为我的公司工作吗？“

许多潜在的原因员工离开，没有钱。他们常常因为人为因素，如管理冲突，破碎的承诺，或缺乏欣赏，支持或方向。还有一些人与用人单位无关，如需要在物理上接近的家庭。

应对人才流失的经济措施

雇佣方可通过以下几个途径鼓舞和挽留员工：

1、支付符合市场水平的薪酬。关于薪资水平的调查可以从有关机构、招聘公司、甚至是网络上获取。任何一个值得挽留的员工都足够聪明地去了解清楚自己所得的薪资是否符合市场行情。

2、持股制度能鼓舞员工增加对企业的忠诚度。最忠诚的雇员，值得拥有企业的一部分股份。专家认为这种制度能将人才流失率降低一半。

3、奖金和其他一些按表现奖励的措施能稳固员工对企业的忠诚度。多年来销售业务员提成抽佣非常普遍，而如今这种做法也能作为参考应用于其他类型的员工上。

利益能吸引和留住员工，但恰到好处的鼓励和赞扬则不需要花费大量的钱

财，也可向员工传达出积极的信息，增加其忠诚度，降低流失率。其他常用的激励方式还包括报销费用给员工的学习项目、退休补贴、托儿津贴，以及为双职工夫妇作时间灵活的工作安排。另外还有一些优惠例如组织周末短程旅游，提供车辆租赁，优惠办理专业机构的会员卡，配备台式或笔记本电脑，配备手机，额外有薪假，赠送礼品，赠送健康健身中心会员卡等。企业在这方面可以发挥创意，只需确保员工认识到这些优惠福利中的价值所在。

1外文文献翻译原文及译文汇总

华北电力大学科技学院 毕业设计（论文）附件 外文文献翻译 学号：121912020115姓名：彭钰钊 所在系别：动力工程系专业班级：测控技术与仪器12K1指导教师：李冰 原文标题：Infrared Remote Control System Abstract 2016 年 4 月 19 日

红外遥控系统 摘要 红外数据通信技术是目前在世界范围内被广泛使用的一种无线连接技术，被众多的硬件和软件平台所支持。红外收发器产品具有成本低，小型化，传输速率快，点对点安全传输，不受电磁干扰等特点，可以实现信息在不同产品之间快速、方便、安全地交换与传送，在短距离无线传输方面拥有十分明显的优势。红外遥控收发系统的设计在具有很高的实用价值，目前红外收发器产品在可携式产品中的应用潜力很大。全世界约有1亿5千万台设备采用红外技术，在电子产品和工业设备、医疗设备等领域广泛使用。绝大多数笔记本电脑和手机都配置红外收发器接口。随着红外数据传输技术更加成熟、成本下降，红外收发器在短距离通讯领域必将得到更广泛的应用。 本系统的设计目的是用红外线作为传输媒质来传输用户的操作信息并由接收电路解调出原始信号，主要用到编码芯片和解码芯片对信号进行调制与解调，其中编码芯片用的是台湾生产的PT2262，解码芯片是PT2272。主要工作原理是：利用编码键盘可以为PT2262提供的输入信息，PT2262对输入的信息进行编码并加载到38KHZ的载波上并调制红外发射二极管并辐射到空间，然后再由接收系统接收到发射的信号并解调出原始信息，由PT2272对原信号进行解码以驱动相应的电路完成用户的操作要求。 关键字：红外线；编码；解码；LM386；红外收发器。 1 绪论

外文文献及翻译

文献翻译 原文 Combining JSP and Servlets The technology of JSP and Servlet is the most important technology which use Java technology to exploit request of server, and it is also the standard which exploit business application .Java developers prefer to use it for a variety of reasons, one of which is already familiar with the Java language for the development of this technology are easy to learn Java to the other is "a preparation, run everywhere" to bring the concept of Web applications, To achieve a "one-prepared everywhere realized." And more importantly, if followed some of the principles of good design, it can be said of separating and content to create high-quality, reusable, easy to maintain and modify the application. For example, if the document in HTML embedded Java code too much (script), will lead the developed application is extremely complex, difficult to read, it is not easy reuse, but also for future maintenance and modification will also cause difficulties. In fact, CSDN the JSP / Servlet forum, can often see some questions, the code is very long, can logic is not very clear, a large number of HTML and Java code mixed together. This is the random development of the defects. Early dynamic pages mainly CGI (Common Gateway Interface, public Gateway Interface) technology, you can use different languages of the CGI programs, such as VB, C / C + + or Delphi, and so on. Though the technology of CGI is developed and powerful, because of difficulties in programming, and low efficiency, modify complex shortcomings, it is gradually being replaced by the trend. Of all the new technology, JSP / Servlet with more efficient and easy to program, more powerful, more secure and has a good portability, they have been many people believe that the future is the most dynamic site of the future development of technology. Similar to CGI, Servlet support request / response model. When a customer submit a request to the server, the server presented the request Servlet, Servlet responsible for handling requests and generate a response, and then gave the server, and then from the server sent to

人力资源管理外文文献翻译

文献信息： 文献标题：Challenges and opportunities affecting the future of human resource management（影响人力资源管理未来的挑战和机遇） 国外作者：Dianna L. Stone，Diana L. Deadrick 文献出处：《Human Resource Management Review》, 2015, 25(2):139-145 字数统计：英文3725单词，21193字符；中文6933汉字 外文文献： Challenges and opportunities affecting the future of human resource management Abstract Today, the field of Human Resource Management (HR) is experiencing numerous pressures for change. Shifts in the economy, globalization, domestic diversity, and technology have created new demands for organizations, and propelled the field in some completely new directions. However, we believe that these challenges also create numerous opportunities for HR and organizations as a whole. Thus, the primary purposes of this article are to examine some of the challenges and opportunities that should influence the future of HR. We also consider implications for future research and practice in the field. Keywords: Future of human resource management, Globalization, Knowledge economy Diversity, Technology 1.Change from a manufacturing to a service or knowledge economy One of the major challenges influencing the future of HR processes is the change from a manufacturing to a service or knowledgebased economy. This new economy is characterized by a decline in manufacturing and a growth in service or knowledge as the core of the economic base. A service economy can be defined as a system based on buying and selling of services or providing something for others (Oxford

计算机专业外文文献及翻译

微软Visual Studio 1微软Visual Studio Visual Studio 是微软公司推出的开发环境，Visual Studio可以用来创建Windows平台下的Windows应用程序和网络应用程序，也可以用来创建网络服务、智能设备应用程序和Office 插件。Visual Studio是一个来自微软的集成开发环境IDE，它可以用来开发由微软视窗，视窗手机，Windows CE、.NET框架、.NET精简框架和微软的Silverlight支持的控制台和图形用户界面的应用程序以及Windows窗体应用程序，网站，Web应用程序和网络服务中的本地代码连同托管代码。 Visual Studio包含一个由智能感知和代码重构支持的代码编辑器。集成的调试工作既作为一个源代码级调试器又可以作为一台机器级调试器。其他内置工具包括一个窗体设计的GUI应用程序，网页设计师，类设计师，数据库架构设计师。它有几乎各个层面的插件增强功能，包括增加对支持源代码控制系统（如Subversion和Visual SourceSafe）并添加新的工具集设计和可视化编辑器，如特定于域的语言或用于其他方面的软件开发生命周期的工具（例如Team Foundation Server的客户端：团队资源管理器）。 Visual Studio支持不同的编程语言的服务方式的语言，它允许代码编辑器和调试器（在不同程度上）支持几乎所有的编程语言，提供了一个语言特定服务的存在。内置的语言中包括C/C + +中（通过Visual C++）,https://www.wendangku.net/doc/aa7742900.html,（通过Visual https://www.wendangku.net/doc/aa7742900.html,），C＃中（通过Visual C＃）和F＃（作为Visual Studio 2010），为支持其他语言，如M,Python,和Ruby等，可通过安装单独的语言服务。它也支持的 XML/XSLT,HTML/XHTML ,JavaScript和CSS.为特定用户提供服务的Visual Studio也是存在的：微软Visual Basic，Visual J＃、Visual C＃和Visual C++。 微软提供了“直通车”的Visual Studio 2010组件的Visual Basic和Visual C＃和Visual C + +，和Visual Web Developer版本，不需任何费用。Visual Studio 2010、2008年和2005专业版，以及Visual Studio 2005的特定语言版本（Visual Basic、C++、C＃、J＃），通过微软的下载DreamSpark计划，对学生免费。 2架构 Visual Studio不支持任何编程语言，解决方案或工具本质。相反，它允许插入各种功能。特定的功能是作为一个VS压缩包的代码。安装时，这个功能可以从服务器得到。IDE提供三项服务：SVsSolution，它提供了能够列举的项目和解决方案; SVsUIShell，它提供了窗口和用户界面功能（包括标签，工具栏和工具窗口）和SVsShell，它处理VS压缩包的注册。此外，IDE还可以负责协调和服务之间实现通信。所有的编辑器，设计器，项目类型和其他工具都是VS压缩包存在。Visual Studio 使用COM访问VSPackage。在Visual Studio SDK中还包括了管理软件包框架(MPF)，这是一套管理的允许在写的CLI兼容的语言的任何围绕COM的接口。然而，MPF并不提供所有的Visual Studio COM 功能。

英文文献及中文翻译

毕业设计说明书 英文文献及中文翻译 学院：专 2011年6月 电子与计算机科学技术软件工程

https://www.wendangku.net/doc/aa7742900.html, Overview https://www.wendangku.net/doc/aa7742900.html, is a unified Web development model that includes the services necessary for you to build enterprise-class Web applications with a minimum of https://www.wendangku.net/doc/aa7742900.html, is part of https://www.wendangku.net/doc/aa7742900.html, Framework,and when coding https://www.wendangku.net/doc/aa7742900.html, applications you have access to classes in https://www.wendangku.net/doc/aa7742900.html, Framework.You can code your applications in any language compatible with the common language runtime(CLR), including Microsoft Visual Basic and C#.These languages enable you to develop https://www.wendangku.net/doc/aa7742900.html, applications that benefit from the common language runtime,type safety, inheritance,and so on. If you want to try https://www.wendangku.net/doc/aa7742900.html,,you can install Visual Web Developer Express using the Microsoft Web Platform Installer,which is a free tool that makes it simple to download,install,and service components of the Microsoft Web Platform.These components include Visual Web Developer Express,Internet Information Services (IIS),SQL Server Express,and https://www.wendangku.net/doc/aa7742900.html, Framework.All of these are tools that you use to create https://www.wendangku.net/doc/aa7742900.html, Web applications.You can also use the Microsoft Web Platform Installer to install open-source https://www.wendangku.net/doc/aa7742900.html, and PHP Web applications. Visual Web Developer Visual Web Developer is a full-featured development environment for creating https://www.wendangku.net/doc/aa7742900.html, Web applications.Visual Web Developer provides an ideal environment in which to build Web sites and then publish them to a hosting https://www.wendangku.net/doc/aa7742900.html,ing the development tools in Visual Web Developer,you can develop https://www.wendangku.net/doc/aa7742900.html, Web pages on your own computer.Visual Web Developer includes a local Web server that provides all the features you need to test and debug https://www.wendangku.net/doc/aa7742900.html, Web pages,without requiring Internet Information Services(IIS)to be installed. Visual Web Developer provides an ideal environment in which to build Web sites and then publish them to a hosting https://www.wendangku.net/doc/aa7742900.html,ing the development tools in Visual Web Developer,you can develop https://www.wendangku.net/doc/aa7742900.html, Web pages on your own computer.

人力资源3000字外文文献翻译

Human resource management more and more drives value. Under the system that economy development mature, human resource management have to match with fight for the best resources performance, if out of character of the manpower form couples out of character of post, the resources performance be not only whole have no, or may have already exhaust. The modern economy stress balance and match, promote management effect and quality vegetable, will human resource match with make balance, the inside contents establish human resource structure frame, use most in keeping with of the person do most in keeping with of work. Establishment human resource terrace is a communication and collection information way, everyone's opinion comprehensive, give up short take long, with processing salary, welfare etc. affair. Human resource most the importance be a training and development, human resource development have to investment at training aspect, with exertive each stratum of human resource potential. 人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，其中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集信息管道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。 发展简史 Generally say, the academic circles development of human resource experience: Personal management, human resource management be recently till now rise of manpower capital management. The main dissimilarity namely lay in the principle that company and business enterprise treat an employee of variety and development. 一般说来，人力资源在学术界的发展经历了：人事管理，人力资源管理，到现在新近兴起的人力资本管理。其主要不同即在于公司和企业对待职员的理念的变化和发展。

英文文献译文word版

资产重估或减值准备：了解占固定资产在Release 12 布赖恩·刘易斯 eprentise 介绍 显著的变化在财务报告的要求已经改变的固定资产核算框架公司。国际财务报告准则（IFRS）要求的固定资产进行初步按成本入账，但有两种会计模式-成本模式计量的重估模式。那么，有什么区别，当你应该考虑升值与减值？没有R12带给固定资产哪些重要变化？ 国际财务报告准则和美国公认会计准则报告的甲骨文?电子商务套件但很显然，美国证券交易委员会（SEC）将不会要求美国公司使用国际财务报告准则在不久的将来，大多数玩家在资本市场倾向于认为它是不可避免的，将国际财务报告准则最终成为美国的财务报告环境的更显著的部分。这实际上是对发生的程度，超过400基于在美国以外的全球企业都被允许提交美国证券交易所（SEC）的财务报告（10K和10Q -通常被称为年度/季度财务报告）。为海外谁也不在美国的证券交易委员会提交的公司，国际财务报告准则正在成为金融世界标准报 告。对于谁住在多个资本市场运作的公司，有可能实际上是一个双重报告要求国际财务报告准则和美国公认会计原则（公认会计原则）的财务报表。与11i版，随后与12版时，Ora cle?电子商务套件（EBS）添加功能让用户生活在两个国际财务报告准则和美国公认会计准则的世界。这两个报告之间的差异框架是广泛的，但对于本白皮书的目的，我们将专注于固定资产中核算EBS -特别是资产重估或减值。

根据美国公认会计准则，固定资产乃按历史成本，然后以折旧出售或剩余价值。如果有某些迹象表明固定资产的变现价值造成负面改变，则该资产写下来，损失记录。这被称为减值。根据国际财务报告准则，财务报表发行人有权选择成本模式（这是大多数方面的选项类似美国公认会计原则机型）或重估模式（其中有没有下的并行报告美国公认会计原则）。根据重估模式，固定资产可定期写入，以反映公平市场价值- 这是专门美国公认会计原则和美国证券交易委员会的权威所禁止的东西。本白皮书的平衡都将与美国公认会计原则下，专注于固定资产重估及减值国际财务报告准则。在此之前潜水深入到这个问题，它通过R12的与固定的新特性列表来运行是非常有用的资产。 在12版的新功能和变更功能的固定资产 神谕 ? 电子商务套件（EBS）R12有许多有用的新功能，其中许多以固定发了言资产，包括： ? 明细分类账会计（SLA）的体系结构- Oracle资产管理系统完全与SLA 集成，允许 为一个单一的交易或商业活动的多个会计交涉。

智能照明系统的外文文献原稿和译文

智能照明系统的外文文献原稿和译文

Introduction Introduction With the continuous development of our economy, rapidly rising living standards, people working and living environment have become increasingly demanding, while the lighting system requirements have become more sophisticated, the traditional lighting technology has been a strong blow. On the one hand because of information technology and computer technology changes in lighting technology, providing technical support; the other hand, due to energy shortage, the state more and more attention on energysaving lighting, new lighting control technology to develop rapidly to meet with By energy conservation, comfort, convenience requirements. Lighting control lighting control from the traditional manual method, automated lighting control to today's intelligent lighting control. Intelligent lighting control system is based on computercontrolled alldigital platform, modular, distributed bus control system, the central processor modules communicate directly through the network bus, the bus makes use of lighting, dimming, blinds, scene control to achieve intelligent, and become a complete bus system. Can be based on changes in the external environment in the device automatically adjust the status of the bus to reach safety, energy conservation, human effects, and can use in the future, in accordance with the requirements of users through the computer Way to increase or modify the system's functionality, without having to relaying of cables, intelligent lighting control system, high reliability, flexible control, lighting control is the traditional way can not be done. The basic components and monitoring the contents of the system System The basic components and monitoring the contents of the system System components Intelligent lighting control system is usually dimmer module, switch module, input module, the control panel, liquid crystal display touch screen, smart sensors, PC interface, time management module, handheld programmer, monitoring computer (need to bridge a large network connection) and other components composition.

第三方物流外文文献(原文与翻译)

我国第三方物流中存在的问题、原因及战略选择 熊卫 【摘要】我国物流业发展刚刚起步，第三方物流的理论和实践等方面都比较薄弱。本文指出我国第三方物流存在的问题在于国内外第三方物流企业差距、物流效率不高、缺乏系统性管理、物流平台构筑滞后、物流管理观念落后等。分析了产生上述问题的原因，并提出了精益物流、中小型第三方物流企业价值链联盟、大型第三方物流企业虚拟化战略等三种可供选择的第三方物流企业发展战略。 【关键词】第三方物流；精益物流战略；价值链联盟；虚拟化战略 1引言 长期以来，我国国内企业对采购、运输、仓储、代理、包装、加工、配送等环节控制能力不强，在“采购黑洞”、“物流陷井”中造成的损失浪费难以计算。因此，对第三方物流的研究，对于促进我国经济整体效益的提高有着非常重要的理论和实践意义。本文试图对我国策三方物流存在的问题及原因进行分析探讨，并提出第三方物流几种可行的战略选择。 2我国第三方物流业存在的主要问题 (一)我国策三方物流企业与国外第三方物流企业的差距较大，具体表现在以下几个方面： 1、规模经济及资本差距明显。由于国外的大型第三方物流企业从全球经营的战略出发，其规模和资本优势是毫无疑问的，尤其初创时期的我国策三方物流业，本身的规模就很小，国外巨头雄厚的资本令国内企业相形见绌。 2、我国策三方物流业企业提供的物流服务水准及质量控制远不如国外同行。当国内一些企业还在把物流理解成“卡车加仓库“的时候，国外的物流企业早已完成了一系列标准化的改造。同时，国外的物流组织能力非常强大，例如德国一家第三方物流公司，公司各方面的物流专家遍布欧洲各地。如果有客户的货物需要经达不同的国家，那么欧洲各地的这些专家就在网上设计出一个最佳的物流解决方案。这种提供解决方案的能力就是这第三方物流公司的核心能力，而不像国内公司号称拥有多少条船，多少辆车。 3、我国加入WTO后物流产业的门槛降低。在物流服务业方面：我国承诺所有的服务行业，在经过合理过渡期后，取消大部分外国股权限制，不限制外国服务供应商进入

建筑外文文献及翻译

外文原文 , , ,610031 ’s . a . a . , a . —, , ’s ’s . 1. , . , , ’s ’ [1] , . [1] a () , [2] . [3,4] [5] () , ’s , [6]. [7] ’s . , ’s ’s a . 2.’S . , . ’s ’s , ’s . , (1). (…) (1) w ’s ; I ; c , ; s , . 3. 3.1 , . , a , ’s . , a , ’s , . , ’s ’s . 3.2 a : (1)N. 1,2, … N.

(2) w 12… . (3) R 1,2, … (4) Δ ? ? ?others toprojectQ rcer humanresou i k 01 (5) . I t I t . (6) △ I ’s a .( ’t .) (7) (5) t I △ ,( △ ). , – a . (8) (6) (7), I ( = △* △ ). (9) =ηi / * , ηi I ; * I , * =∑=R k ki 1 δ . , . , , . 3.3 , , : = ∑∑==N i i N i Ci 11 ω i i N i i N i c t ??∑∑==1 1 ω (2) ∑∑ ==N i i N i 1 1 ω ) E i R i ki i t - ?? ∑=1 δη i c ? 2F Z 2()i t ? ) E i R i ki i t - ??∑=1 δη (3) () ,(N j i K 3,2,1,=?) (4)

JSP外文文献原稿和译文

外文文献原稿和译文 原稿 JSP JSP (JavaServer Pages) is initiated by Sun Microsystems, Inc., with many companies to participate in the establishment of a dynamic web page technical standards. JSP technology somewhat similar to ASP technology, it is in the traditional HTML web page document (*. htm, *. html) to insert the Java programming paragraph (Scriptlet) and JSP tag (tag), thus JSP documents (*. jsp). Using JSP development of the Web application is cross-platform that can run on Linux, is also available for other operating systems. JSP technology to use the Java programming language prepared by the category of XML tags and scriptlets, to produce dynamic pages package processing logic. Page also visit by tags and scriptlets exist in the services side of the resources of logic. JSP page logic and web page design and display separation, support reusable component-based design, Web-based application development is rapid and easy. Web server in the face of visits JSP page request, the first implementation of the procedures of, and then together with the results of the implementation of JSP documents in HTML code with the return to the customer. Insert the Java programming operation of the database can be re-oriented websites, in order to achieve the establishment of dynamic pages needed to function. JSP and Java Servlet, is in the implementation of the server, usually returned to the client is an HTML text, as long as the client browser will be able to visit. JSP pages from HTML code and Java code embedded in one of the components. The server was in the pages of client requests after the Java code and then will generate the HTML pages to return to the client browser. Java Servlet JSP is the technical foundation and large-scale Web application development needs of Java Servlet and JSP support to

信息系统外文文献及译文

南京工程学院 英文文献及译文 作者：邵亚雯学号：209090712 系部：经济管理学院 专业：信息管理与信息系统 题目：社区自助歌曲点播平台的开发与设计 指导者：金卫健讲师 2010 年 4 月

Information Technology Support System of Supply Chain Management HUA JIANG ，JING YANG School of Economy and Management; School of KeXin HeBei university of engeneering Han Dan 056038 CHINA Abstract: - Effective supply chain management is built on the basis of the high quality of information transmission and sharing, This will rely heavily on information technology to provide reliable support. In this paper, against the characteristics of the supply chain information flow, discuss the impact of information technology on supply chain management and support system which information technology form in the supply chain management. Key-Words: - Supply chain management; Information technology; Support System; Information flow; Supply chain; Information 1 Introduction Supply Chain Management (SCM) rise is attributed to enterprises trying to eliminate production and inventory plans misleading as information slow transmission or errors. In 1990s, some of computer manufacturers such as HP, or P & G which product household appliances begin integrate information systems of down-upstream, hope to archieve purposes for rapid responsion to the demand of market and lower inventory by correct and rapid transmission, analysis and integration of information. Therefore, effective supply chain management is built on the basis of the high quality of information transmission and sharing, This will rely heavily on information technology to provide reliable support. In today's age, information has become a key factor in the decision to the survival and development of enterprises, any business must face the issue of how to integrate information. Information is from both the vertical information of the upstream and downstream firms and the horizontal information of the internal enterprise, as well as

人力资源战略与变革外文文献翻译中英文

外文文献翻译原文及译文 （节选重点翻译） 人力资源战略与变革外文文献翻译中英文 文献出处：Handbook of Human Resources Management, 2015, pp 1-18 译文字数：5800多字

英文 Human Resources Strategy and Change: Competence Development in a Changed Environment Michiel Berg Abstract Building competence in a changing environment is a journey. It is a journey where it is essential to have communicated and envisaged a picture of the destination. The details of this envisaged picture will look different probably upon "arrival" at the end of the journey. However, communicating the destination is essential. It helps employees to understand what the direction is. It helps employees and managers to use existing competencies along the way. Moving ahead very often demonstrates unexpected strengths in colleagues one has not been aware of. Moving ahead with a plan can also show the team their current level of competence and the desired state of competence. Explaining and talking about these differences may often prove not to be that easy and clear for many involved. A changing environment shows also weaknesses of current practices, processes, and services. It requires strong managerial skills to keep discussions having a focus on the future and preventing these discussions to turn into complaint sessions of past events. Human Resources practices and processes are executed in a triangle of employees, managers, and